Since the summer, there has been a decline in overall remote job postings on mainstream job boards. A recent report in 2023, shows that advertisements “for fully remote positions declined to 18.6% in May from a post-pandemic peak of 24% last August,” according to research from JLL and Lightcast.  Other notable job sites including LinkedIn and ZipRecruiter have seen a shift as well. At Prosum, we’ve also started to see a balance of more onsite and hybrid roles vs. fully remote positions from hiring organizations as well.

This course change makes sense given the trending data leaning towards more hybrid work environments. In fact, as Forbes notes, fully remote workers stood at 12.7% in the summer, where hybrid workers grew to over 28%.

While the primary share of fully remote occupations remain within the tech sector, as more employers are reevaluating their work styles, we will continue to see a greater transition to flexible RTO policies. As industry association for tech and engineering staffing firms, TechServe Alliance shares, “the future is hybrid” and experts agree on paths and steps to take to make this RTO, or semi-RTO movement, a positive one. While many might associate this with a feeling of negativity, there are so many positive things to look forward to.

Let’s Get Ready To Reunite at Work!

Although working from home is comfortable and convenient, finding that balance between your comfort zone is important. Some companies may be reducing the option of working from home, but there is often negotiation room for flex time. Think of this change as a way to getting your work/life balance in check. Here’s why:

Reinforce Work-Life Balance

Forbes highlights that a benefit of being in the office is developing a clear boundary between work and home. Many people attest to having this line blurred these past years. It’s often called the third peak.

It’s that time when the traditional workday might have been over when we left the office, but we have our work right at our fingertips when our office is where we live, it’s easy to pick up after dinner. Sure, that’s helpful when we have to play catch-up because of afternoon appointments. But, when your work day continually spills into a work night, it’s a hard habit to break.  At the end of the day, it’s hard to not work all the time when it is just right there on your laptop. However, when you return to the office, there is a better chance to delineate your downtime from work and become intentional with it.

Why You Shouldn’t Fear RTO

This year we will be seeing a lot of return-to-office mandates (RTO) but this directive isn’t as scary as it sounds. Employers will begin to push for this mandate if they haven’t already done so, but the way they are presenting RTO and applying it, is different.

ResumeBuilder.com’s chief career advisor Stacie Haller states, “RTO could mean three days a week, it could mean one week a month and it doesn’t always apply to everybody in the organization.”

Some high-performing employees have proven they work better at home and employers are responding to this. Conversely, some new employees who are still in training and learning the organization or those who may lose productivity while being at home may require a different work schedule or plan. There is more incentive to compromise on location flexibility when employee workstyles are documented and taken into consideration. Large entities like Apple, have heard the perspective of employees when their RTO policy was announced, and individualizing flexibility was noted.

At Prosum, this compromise aspect is important as it impacts the ability for organizations to attract talent.

Per our Vice President Mountain West, Jamie Contino,

“One of the first questions candidates ask us is, ‘what is the in-office schedule?’ This question has become a top priority for candidates along with understanding the position description and compensation. The onsite work requirements greatly impacts if the candidate is willing to continue the conversation with us. In fact, many candidates we talk to are willing to accept lower compensation for fully remote roles.”

If there are opportunities for flexibility, it’s important to explore the options when hiring.

Use Flexible RTO Policies As A Recruiting Advantage

Companies and employers should be using RTO as an incentive/ advantage rather than as an order or punishment. Forbes points out that some organizations are requiring people to come back to the office with implications of job security. Instead, organizations should avoid this approach and transform it into recruiting strategies.

For example, Fortune magazine highlights a workforce change that is growing: Gen Z  employees desire to work more in the office to form relationships with co-workers, collaborate and build a network.  It’s also critical for connecting with the retiring workforce. Staffing plans in IT departments should incorporate this as an advantage by blending next-gen workers in with retiring workforces to be able to learn legacy knowledge. It’s another upside to getting everyone back in the office, to help close skill gaps and establish mentorships within the physical work environment.

If you need help building recruitment and hiring strategy for top tech talent, the experts at Prosum can help with a solution that gives you a competitive advantage. Flexible RTO policies can attract new hires according to today’s candidate sentiment and market outlook. Request IT talent today.