The Future of Work

The Future of Work from a Frontline Recruiter

As more of the nation becomes vaccinated, confidence is growing about returning to the workplace. However, while some companies and leadership teams seem to be onboard with full staff, five days a week returning to the office, not everyone shares those sentiments. The future of work is changing and employers must pivot.

While there are benefits to being in the office, we have had a year to streamline the remote work experience. Teams have adapted and conquered – packed up the office and headed home. New software and apps filled the gaps while we grew into our new environments.

The Employer Impact of a Fully Remote Workforce

Some companies have found the logistical benefits of a fully remote workforce too appealing to give up. They have said goodbye to expensive commercial real estate and high overhead. A few have taken the money saved on building costs and reinvested back into their employees with larger bonuses or perks.

People who work remotely are typically working longer hours. And while many businesses report an increase in productivity, this has created a growing focus on mental health issues. Employers are working to help their teams improve their health and happiness in hopes to avoid burnout.

The First Item of Business for Candidates: Hybrid Work Options

I often encounter candidates searching for either remote or hybrid work options. For many of them, it is the first item of business. Some top candidates will even go so far as to not consider a position if it does not include at least some level of remote work.

Employers need to be cognizant that candidates have options. Drawing a hard line in the sand is the wrong tactic to take. For employers who are willing and able to offer a flexible work schedule and the opportunity to work remotely, at least part time, the talent pool surges with prospects.

As some of the leading technology organizations have led the way during the pandemic, many companies will continue to follow suit in the months and years after the pandemic as well. For example, Facebook CEO Mark Zuckerberg said he anticipates more than half of his 45,000 workers to work from home in the next ten years.

And tech giants Google and Microsoft have both announced plans to move to a hybrid work schedule. Google is offering multiple options to its workforce, announcing that 20% of their employees will remain fully remote, while another 20% will relocate to other locations and the remaining 60% will remain working where they are. They will work three days in the office and two days “wherever they work best.” The company will also offer four weeks out of the year for employees to work entirely remote, with managers’ approval, to provide more flexibility around summer months and travel.

Amazon chose a different path, calling all their workers back into the office full-time, only to find recruiters were primed to poach those employees who were unwilling to return. The future of work will determine the effectiveness of this policy.

Leading the Way

My own employer, Gava Talent Solutions, is an international business with employees all over the world, leading the way of in the future of work. Remote work is how many of our teams have operated for decades. Interaction among our cross-border teams has been streamlined and perfected, proving to be an effective workplace model. We expect hybrid work schedules to become a significant part of the new norm. Businesses who maintain a level of flexibility as the pandemic wanes will find a boon of employees willing to work.

About the Author

Edmee Llyod’s strong leadership background in finance, marketing, and talent acquisition lends insight to her ability to solve business challenges. She is a tenacious leader and her history of success can be traced to her deep understanding of clients’ needs. Edmee goes the extra mile to generate collaborative and valuable solutions for everyone involved, building trusted partnerships that last.

Reach out to Emdee at or on LinkedIn.