Acing the Pre-Screening Job Interview

Many employers today perform what are called pre-screening interviews with job candidates. These often are shorter phone or even video chats with applicants to see if it’s worth both the recruiter’s and applicant’s time to bring the candidate in for a longer interview.

Brea jobs

They are becoming the norm, and if you are a job candidate, you should expect to experience one during your employment search at some point.

Take a look below for a few tips on how to make the most of them. Probably the most important thing to know about pre-screening interviews is that you should treat them like any other interview and prepare accordingly.

  1. Do your research

This is basic, common-sense advice that job candidates hear over and over. And yet, some still don’t take the time to research the company they supposedly want to work for. Not doing your homework is a fast way to eliminate yourself from consideration.

If you want to give a compelling answer to the question of why you want the job, you need to know what the job entails, and so you need to study the job description. You need to know basic information about the company, such as when it started, its locations, and mission statement. To impress the interviewer, you can incorporate your knowledge of the company into your answers.

You also should learn as much as you can about the person who will be interviewing you. This is much easier to do now with social media sites such as LinkedIn. Find out about the person’s background – where they were educated, places they worked, what their interests are. This may help you to establish a rapport with the interviewer.

  1. Be ready to talk about salary

The pre-screening interview also presents an opportunity for the interviewer to find out early if you and the company are in the same ballpark with salary. This will save a lot of time and effort if there is an insurmountable gap between you and the company as far as salary expectations.

Again, a little research here will help. Before you begin throwing around figures, you should first find out what jobs like the one you want pay. There are a number of different places you can go to find this information, such as Glassdoor.

You also should provide the interviewer with a salary range, not a definite number.

  1. Show enthusiasm

You need to let the interviewer know how much you want the job, and one way to do so is by showing enthusiasm. You do this by the tone of your voice and the words you use. If you are doing a video interview, you show enthusiasm by the look on your face and the gestures you make.

  1. Put it all together

You have to be able to sell yourself, to show how your skills and experience make you the perfect person for the job. The interviewer is trying to get a sense of who you are and why the job makes sense for you, and you need to help him or her do that.

It helps to practice your pitch in advance with a friend or colleague so it is polished and persuasive.

  1. Have questions

At the end of every interview, the recruiter or hiring manager usually asks, “Do you have any questions for me?” If you want the job, you will have questions. If you don’t, it will look like you aren’t really interested in the position. And you should have questions that show you are thinking about how you can excel in the position. An example would be what skills are needed to be successful in the job, how they measure performance, how the job will evolve in the coming months, and challenges the company is facing.

Then, once you hear the answer, you say something about how X skill you have or experience because of X project fits with the employer’s needs.

  1. Follow up

During the interview you should get contact information from the interviewer and find out what the next steps are. Finally, be sure to send a thank you email.

If you haven’t done so recently, take a look at Helpmates’ current job opportunities. If one or more interests you, follow the application directions. You’re also welcome to contact the branch nearest you to register with us.

Why a Flexible Workforce is No Longer a “Want” But a “Need”

Used to be, many employers used temporary workers, independent contractors or freelancers only sporadically, such as during employee illness, leaves of absence or during the holiday season. But things have changed – savvy employers now use these temporary folks much more strategically.

Los Alamitos staffing

Companies need to make sure their workforces are agile and flexible enough to respond quickly to changing conditions, and to do this, they rely on contingent labor.

They use contingent workers for a number of different situations:

  1. For specific skills

If an employer has a short-term project that requires a special set of skills, they can use temporary workers to handle it. Also, by repeatedly using the same people for these special projects, the company builds relationships with these workers, and managers know they have reliable expertise available when needed.

  1. To handle work regular employees don’t have time for

If there is work that always seems to be unfinished because employees are too busy handling more important matters, companies can use contingent labor to clean up the outstanding assignments.

  1. Surges in demand

During certain times of the year (such as the holidays for retailers and summer for amusement parks), some companies can expect higher demand, and contingent labor can help them handle the increased workload during that time.

Background Checks Even More Important

It takes new hires a good deal longer than contingent workers to become fully productive because they don’t have to be introduced to all of the company’s processes, procedures and culture. They simply come in and begin working on their assignment.

But, as with regular workers, the performance of a temporary worker depends on their skill level. So, it is just as important to know about the temporary worker’s background. That means verifying all of the information on the resume to ensure it is accurate and also contacting references.

This is where staffing companies can help. The company will do the work of screening all the applicants, perform background checks, and will send you only the ones that fit closely with the job description.

It may also help to administer a skills assessment to the applicant to evaluate their technical ability to do the job.

A Blended Workforce

A blended or hybrid workforce is one that consolidates both full-time employees and contingent workers. To get the most out of such an arrangement, a company would probably have to tweak its culture a bit to allow for greater integration of the temporary workers.

A blended workforce culture is one that also incorporates remote workers into its operations to fully utilize the contingent workers, who sometimes may even work remotely.

Communication Is Key

When a company is moving to add more contingent workers, communication is critical. Company leadership needs to inform employees what is happening – the changes that are taking place and why the company is taking this particular course of action.

The company needs to spell out any changes to policies and procedures. It’s also important to assuage concern among regular, full-time employees about the increase in temporary and/or contract workers because regular employees may feel threatened. They need to know that the move is not a threat to their job security, but just the opposite, a way of enabling them to do their jobs more efficiently and effectively.

Need some flexible workers? Contact the Helpmates branch nearest you to speak with one of our recruiters about your workforce needs.

5 Tips to Help Your Career Thrive During COVID-19

These are uncertain times. The pandemic has disrupted many careers. But whether the pandemic is a career stumbling block or opportunity depends on how you react to it.

Whittier careers

It certainly presents challenges, especially if you have been laid off. But that doesn’t mean you have to put your career on hold, attempting to just wait it out until the situation improves. There are still things you can do to move forward even now.

  1. Perform above and beyond

No surprise here. If you want to move ahead in your career, you have to perform well in your job. Without doing that, nothing else will work.

Don’t let the disruption affect your performance. Established routines may be in some disarray, but you cannot let that affect your focus and your goals. To stay on track, assess your situation, establish priorities and a plan of action. Don’t get sidetracked doing tasks that are unimportant or take on too many projects. Concentrate on the important stuff. Multitasking – trying to do more than one task at the same time – doesn’t work. In fact, it can really reduce productivity.

  1. Don’t be a perfectionist

While you want your work to be superior, you need to also be on guard against perfectionism. This can lead to feelings of inadequacy and anxiety, which can harm productivity. It can also lead to procrastination and wasting too much time on minor details. Stopping this behavior means realizing that doing something well does not mean it has to be flawless. One good rule of thumb to follow – treat the difficult task as though it were easy, and the easy task as though it were difficult.

  1. Advertise your achievements

Many think that if we work hard, our accomplishments will speak for themselves, and higher ups will notice our work. But it usually doesn’t happen. To advance in your career, you have to increase your exposure and sell yourself and your accomplishments.

Some of us naturally shy away from the idea of tooting our own horn, believing it gives the appearance of egotism or arrogance. But you need to get past this misguided conception. To get ahead, it is important to let others know what you can do and what you have accomplished.

One tip: every quarter, send your manager a report of the things you’ve accomplished in the last three months and how ongoing projects are progressing. These reports can come in very handy come your annual review.

  1. Network

This is essential if you want to move ahead in your career. It’s something you should be doing whether you are looking for a job or not. Making connections can help in many different ways – gaining new information and insights, learning about trends, learning about job opportunities.

You need to go beyond your immediate circle of colleagues and build relationships with people in other departments and in other companies. Social media platforms such as LinkedIn make this much easier to do.

  1. Lend a hand

One of the best ways to build goodwill and good relationships with others is to volunteer to help them. If you take the time to listen to others, try to understand their problems and offer solutions, you will develop a reputation as someone willing to go above and beyond, a team player and a problem solver.

You don’t have to sacrifice time for your own work to do this. You just need to be selective about what extra projects to take on.

  1. Keep growing

Growing in your career doesn’t just happen. In addition to doing the things mentioned above, you need to continually challenge yourself, to take on new and different projects to help you develop new abilities and skills. This may be uncomfortable. You may have to learn a lot of new information, ask people for help, and do things you are not used to, but the rewards will be worth it.

Whether you’re looking for a full-time career position, or a part-time, temporary opportunity, take a look at Helpmates’ current job opportunities and then follow directions to apply to the ones that interest you.

Manager, Heal Thyself of Unconscious Bias

We all exhibit unconscious bias whenever we interact with others. In fact, psychologists have catalogued many different types of cognitive biases that filter our perception of the environment.

Irvine staffing

But, once we are aware of these biases, we can be alert for them and recognize when we are falling victim to them. Managers need to keep them in mind when dealing with their workers to make sure the managers are dealing fairly and consistently with everyone under them. If you are a manager, here are a few biases to watch out for.

  1. Bias in delegating

Do you unconsciously favor some people over others when you delegate work? Do you tend to give the same workers more challenging and interesting work, while assigning more mundane tasks to others? Also, sometimes managers, without realizing it, give more complete and detailed instructions to certain workers, while imparting scant information to other employees, making their task that much harder.

  1. Bias in feedback

Managers may also unknowingly soft-pedal feedback for some workers, delivering it in a more casual, friendly manner, while taking a more authoritarian and judgmental approach with others.

  1. Bias in assumptions

Managers may also not be aware of unconscious bias they have toward people based on their background, such as race, gender, sexual orientation, religion, or education.

Other factors affecting a manager’s judgment unconsciously can be a person’s appearance, mannerisms, and speech, such as a particular dialect. These stereotypes can color a manager’s beliefs about a certain employee’s ability. If you’re manager, you need to think about your behavior toward employees, bring your assumptions out in the open, and examine them.

Also, we tend to give more credence to information that confirms beliefs or assumptions we already hold, neglecting data that may contradict our beliefs.

  1. Bias in recognition

A manager may consistently recognize or praise certain workers and withhold it from others for reasons the manager is not really aware of. Again, unconscious bias may be at work influencing how the manager reacts to some employees.

  1. Bias in hiring

Managers unconsciously tend to favor people who are like them. It’s something everyone does. We feel people who look like, have the same backgrounds, etc. us are somehow better. This is a bias hiring managers need to keep in mind when doing job interviews. They need to figure out how to counteract it. This kind of bias can hinder a company’s efforts to recruit a more diverse workforce, leading to employees who generally all think the same way.

  1. Bias in socializing

Again, because we have an unconscious bias toward people like ourselves, we might tend to socialize more with people like us. Managers may be chatting and bantering more with some workers than others because of this bias. This could make some of your team members feel left out or unappreciated.

  1. Bias in mentors

The bias toward people like us can also manifest itself in the choice of people managers look to for advice and counsel. As a manager, ask yourself if you tend to go to the same people for advice simply because you feel more comfortable with them, depriving yourself of different viewpoints and perspectives.

The tendencies listed above are biases related to other people, but we also have many biases about how we perceive the world around us and the information we receive. For example, when examining an issue or problem, we tend to reduce it to general terms and avoid details and specifics. When we make decisions, we gravitate more toward simple solutions rather than more complex ones. We also tend to see patterns even when there is not enough information to clearly establish one. We tend to pay more attention to events that occur more often, even though they may not be any more important than other events.

Helpmates is here to help Southern California’s employers find terrific workers for their temporary, temp-to-hire and direct-hire job opportunities. Contact the branch nearest you for more information on how we can help you find great people to help your business thrive.

When it’s Time to Start Your “Plan B” Job Search

When the pandemic hit, and lockdowns proliferated, companies began furloughs and layoffs. You lost your job. Since then you have been operating in job search mode, trying to find a position that will move you along in your career, work that fits the skills and talents you have acquired in your profession and that you find interesting and challenging.

Compton jobs

But it’s been several months with only a few nibbles. Will the situation improve? Who can say? As of early August there were more than 31 million people without a job. The future remains uncertain. It may be time to move from Plan A to Plan B in your job search.

Plan B is expanding the job search beyond those jobs and companies that you really want to a different type of position or even industry to give yourself more opportunity. Here is how to develop your Plan B.

  1. Define your optimal job

Your first task is to make a list of the characteristics that define your dream job. This will help to guide you as you expand your search.

Think about what the perfect job would be like for you – what would it pay, what kind of work-life balance would it offer, how stressful would it be, what would the company culture be like, what kind of flexibility would it offer?

Then think about your skills. List what hard skills you have, the kinds of abilities that are measurable, as well as the soft skills, things like communication skills, empathy, ability to work with others, problem solving.

Look at Plan B jobs with an eye for how they can help you eventually land a job that you really want. Look for connections between the two in terms of the types of skills they use. For example, if your ideal job is in advertising, you could also look for positions in related fields such as public relations or marketing, jobs that will enable you to gain skills that will help you to land a job in advertising.

You also should keep going after the Plan A jobs. Look at the job descriptions for different types of Plan A jobs to learn the kinds of skills these jobs require, so you can pick up these skills with Plan B jobs.

Also, see what type of training you can undergo to help gain the skills you need.

  1. Network

The importance of networking is common knowledge. It should be an integral part of your job search. Try to expand your network of contacts during your job search. The new people you reach out to may be able to give you insights into different industries, jobs you had not considered before, or companies you did not know about.

Talk to them about both your Plan A and Plan B goals. Ask for recommendations and advice or possible contacts at companies. Then work to expand your network by reaching out to these people online. When you talk to someone, always ask the person if there is anyone else you can talk to for information.

  1. Informational interviews

Informational interviews, as the name implies, are just for the purpose of gathering information. They are not job interviews. When you reach out to new contacts, ask them if they have a little time for an informational interview call or video talk. They may be able to give you worthwhile knowledge about companies and jobs.

Before you talk to a person, however, you should do some preparation. Learn as much as you can in advance about the person and their company, so you can ask intelligent questions. Draw up a list of questions beforehand as well to ensure you cover the topics you want.

  1. Consider temporary assignments

If you’ve yet to receive a job offer for the type of position you want in the industry you want and you’re getting worried about finances, consider working with a temporary staffing company such as Helpmates. Temporary work can help you keep some income coming in while you continue hustling for your Plan A position.

In fact, you may find that a temporary position with us becomes your Plan B: many temporary positions often do become regular, full-time opportunities.

Take a look at our current openings and application instructions. You also can register with the branch office nearest you.

 

The Bottom-Line Benefits of Becoming a Fully Remote Company

When the COVID-19 pandemic struck, many people began working remotely to avoid becoming infected with the virus. They did it out of necessity. But companies and workers are seeing that working remotely has a number of advantages in addition to keeping healthy – benefits that can help to boost the bottom line.

La Mirada staffing

One study found that companies can save as much as $11,000 a year per employee by allowing them to work from home half of the time. Here are a few more advantages for businesses from transitioning to a remote workforce.

  1. Saving on overhead

If you have a workforce that is fully remote, there is no need for a brick-and-mortar building. That is a huge savings in itself. You also save on all of the associated costs of having a building – utilities, rent, maintenance, and parking, to name a few.

You also don’t have to worry about furniture, desks, and computers.

  1. Fewer absences

Working at home offers employees greater flexibility to take care of personal matters without having to take off from work. If a worker needs to attend an event at his or her child’s school, for example, he or she can go to the event, return home – and possibly work beyond “normal” work hours – without having to ask for a half-day off from work.

If a worker has a mild illness, a cold for example, they are more likely to get work done at home, rather than taking time off from work out of fear of spreading the illness to coworkers.

  1. Greater productivity

Research has shown that employees who work remotely are more productive than those who work at the office. They don’t have to take the time for a morning and evening commute. They don’t have to deal with the interruptions that are common to office workplaces.

People working remotely usually work longer hours than those who work in an office, and they enjoy the work more. Because they have greater flexibility and freedom, they are happier in their work, and this positive outlook increases productivity. One study has found that happy workers are 13 percent more productive than those who are not.

  1. Less turnover

Lower employee turnover is another fringe benefit of having a more satisfied workforce. Because those who work remotely are happier in their jobs, they tend to stay in them longer.

This can save a company a lot of money. Hiring new people is expensive, as much as $4,000 per person. Plus, there is the time involved. You need to advertise jobs, review applications, schedule interviews, and onboard the new people, along with any other training that is needed.

Moreover, higher turnover can have a big impact on productivity. When people leave, projects are interrupted. New people need to brought up to speed on what is being done.

Managers also like remote workers: 79 percent of them in a 2019 survey said that remote it’s a great “non-monetary” way to retain employees. Moreover, remote workers say they are more likely to stay with their current companies than people who do not work remotely.

Humans are social creatures and about six months into a lot of remote working,  some employees are saying they look forward to returning to the office,  at least part-time. But most are saying they don’t want to return full time.

The next few months will really show how  much your workers do – or don’t – want to work from home but if you’re wondering if a fully remote workforce is the right move for you, there definitely some financial benefits to it.

Whether you decide to keep everyone working remotely or you want them to return to the office full time, the recruiters at Helpmates can help you source, vet and place terrific workers. Contact the Helpmates branch office nearest you for more information.

Overcoming the Overwhelm When Working at Home

The pandemic has caused a lot of upheaval in people’s lives. Many of us now work remotely, all the while trying to take precautions against the virus. We battle with a lot of anxiety and stress and even some disorientation. It’s a lot to get used to.

Whittier careers

Working from home also presents unique challenges. We need to overcome distractions from family and friends. Work time tends to bleed into personal and family time until it often feels like there is no boundary between the two. It is easy to feel that we’ve lost control.

If you are feeling overwhelmed, you need to examine the sources of stress in your life. Here are a few things you can do to cope, and here are even more tips.

  • Take breaks

When working, it is best to take a short break about once each hour. That is about the limit of time that our minds can focus intensely. If that doesn’t suit your routine, you should definitely take a break when you are feeling stressed or fatigued.

Do something physical during your break, such as taking a short walk, doing some quick callisthenic-type exercises, throwing some dirty laundry in the washer, or cutting up some vegetables for supper. This helps to get the blood flowing, delivering more oxygen to the brain, improving your mood and reducing stress.

  • Set benchmarks

Most of us procrastinate, at least some of the time. If a big project is due in two weeks, we wait until a week or so has gone by before starting to work on it. To eliminate this problem, try setting benchmark goals. Break down the project into smaller tasks and set deadlines for each of  them on the way to your final goal.

  • Don’t be too hard on yourself

We all make mistakes. When we do, often there is a feeling of embarrassment and inadequacy, especially among perfectionists. We scold ourselves for our poor performance and become angry and depressed. If you screw up, forgive yourself. Don’t take it too hard. Realize that everyone makes mistakes and experiences failure. Treat it as a learning experience and move on.

  • Make time for you

No matter how busy you are or what you have on your plate, you need to take care of yourself. If you don’t, your performance and productivity will suffer in the long run. Take time to exercise every day. Eat a healthy diet. Get seven to eight hours of sleep. Take time to interact with family and friends. You’ll feel better, have more energy and get more done. You may even want to try meditation. Research has shown that it can help you focus and lessen stress.

  • Reduce the “modern” type of “clutter”

If you stop and take the time to notice, you will be surprised at the amount of time wasted each day on frivolous activities. For example, how often do you check your email, Facebook, texts and Instagram? How much time do you spend reading blogs or diddling around YouTube?

These are time sinks. If you want to get more control of your life, cut back on the amount of time you waste on these activities.

  • Remember your purpose.

When things get chaotic and stressful, it’s easy to lose sight of the forest for the trees. Remember why you chose this profession and this job in the first place and the things you want to accomplish in your career. Look at your current situation as a step along the way.

  • Get organized

Believe it or not, just looking at a cluttered desk can increase your stress level. Studies have shown that people who are better organized are more productive and not as stressed out.

Is your current employer asking you to work from home 24/7? Sensing that your boss truly is asking too much and it’s time to find another position? Check out our current job opportunities and, if you find one or more of interest, follow application instructions.

E-mailing Passive Candidates in the Age of AI

If you’re a recruiter trying to catch the attention of a passive job candidate, you may feel like Sisyphus of ancient Greek mythology – the man who was doomed to forever push a large rock up a hill, only to have it roll back down again.

Buena Park staffing

In other words, you may feel that it’s an exercise in futility. And – no doubt about it – catching the eye of passive job candidates is tough: they are inundated with emails of all types. Yours is simply one more that clutters up their inbox, especially if they don’t have any interest in leaving their current place of employment.

But don’t give up hope. All is not lost. You can get their attention. It’s all in the approach.

  • Out with the old, in with the new

If you have email templates that you have been using for years, now is the time to get rid of them. They are most likely outdated and do not address the concerns and attitudes that passive candidates have today.

  • Be honest and sincere

Try to put yourself in the place of the candidate. What kind of approach would you appreciate the most? It probably is one that is simple, clear, and direct.

You want the email to be professional, but not too stiff or formal. Nor do you want to be overly familiar, avoiding a back-slapping kind of approach. A straightforward, authentic approach works best. You don’t want to use any gimmicks or any kind of sales pitch. Avoid redundancy or filler. Each line should carry its weight in getting the message across.

Read the email aloud. This really helps you to get an idea of how it sounds and the impression it makes.

  • Double check for errors

The email needs to show professionalism. Check for any spelling or grammatical mistakes. Don’t use abbreviations. Check to make sure you have spelled the candidate’s name correctly.

  • Be specific

Let the person know what they have to gain from reading the email. Avoid any vague language or descriptions. Writing something like “this is a great opportunity” really doesn’t tell the person about the job. It is better to explain what makes the job worth their interest and what it has to offer, such as salary and benefits.

While you do want to put some details in the email, you also need to be careful that you don’t make it too long. It should be short and to the point, with only the most relevant information – who you are, what the job is, and why you are contacting the person. Include the title of the job and the next step for the person to take if they’re interested.

  • Do your research

You are much more likely to get a response if you contact a person about a job that fits their particular skills and experience. To ensure a job is applicable, however, you need to do some research on their background first on social media sites or professional networks.

  • Write and rewrite

Writing well takes work and time. To make your email compelling, you should first write a rough draft and then rewrite it a few times to get it just right. Quality is more important than quantity.

  • Make sure they know you’re human

We have to admit, we found this great tip in an article we read recently and unfortunately we can’t find it now. The recruiter/author said she had great success with her emails to passive candidates when she wrote in the subject line: I am a person, not a bot and I have a career opportunity that might suit you.

This approach worked for her, she said, because too many people receive to many AI-generated emails and automatically delete them. Beat the bots at their own game and declare your humanity!

We know where the good candidates hang out! Reach out to the recruiters at the Helpmates branch nearest you to learn more about our staffing services.

Over 65 and Wondering if THIS is the Time to Retire? You’re Not Alone.

If you’re nearing retirement age, you’ve probably wondered: “Is THIS the time to cut the employment cord and retire?”

If so, you’re definitely not alone: even people who haven’t yet reached “full retirement age” (which is about age 66 now, depending on your year of birth) have been thinking of taking early retirement (if they’re at least age 62) or simply calling it quits if they can rely on a younger spouse’s income (or if they feel they’ve enough money saved).

Irvine jobs

The main reasons why your age cohort members are thinking this are two:

  • They’ve either been laid off and can’t find work and/or,
  • They’re worried about getting infected by the novel coronavirus and becoming severely ill with COVID-19 if they return to/continue working outside the home.

If you’re thinking of retiring now, some facts:

Additional news you really do need to know…

Let’s say you’re worried about catching the virus because people older than age 65 do tend to be at greater risk for a more pronounced COVID-19 illness. Let’s also say your employer closed its physical location(s) and you’ve been working at home for the last few months, or you’ve been furloughed and haven’t been working at all. But now your employer says its reopening and calls you back on-site. You decide to ask if you can stay at home due to the risk factor.

Unfortunately, your employer is under no obligation to accommodate you under the Age Discrimination in Employment Act. (It does have a duty to accommodate you if you’re already covered under the ADA, however.) If you refuse to come in, your employer could let you go and because you “quit voluntarily” you’re probably not eligible for unemployment benefits. (There might be exceptions if your job site “is truly unsafe,” according to the link just provided.)

Of course, if you’ve already been working at home, you always can ask your employer if you can continue to do so.

Not an easy decision (and there’s an understatement)

Unfortunately, for many older workers the pandemic has changed their planned for (hoped for?) retirement schedule. Choosing to retire is not a decision to make quickly; it’s best to sit down (with your partner, if applicable) and crunch some numbers.

If you are an older worker and are looking for work, take a look at our temporary, contract-to-hire and direct-hire opportunities. If one or more appeal to you, either contact the Helpmates’ branch office nearest you or follow the listing’s application instructions.

Looking into Our Crystal Ball: Predicting the Future of Remote Work Post-Pandemic

Waaay back (in late 2019), about 7 million of us worked remotely full-time, which was about 3.2 percent of the entire workforce. In addition, about 43 percent of us worked at home at least part time.

Gardena staffing

Now, during the pandemic? Gallup in mid-March began polling people regarding working from home and reported that 39 percent of those polled said their employer offered “flex time or remote work options.” That number increased to 57 percent in polling conducted between March 30 and April 2. We wouldn’t be surprised if it’s more, now (late July, when we wrote this post).

What does the future hold? Our guess is that remote work is here to stay!

Not everyone can work from home, of course, but for those who can, it’s looking more and more as if they will want to continue doing so, at least one or two days a week. This particularly could be the case if the COVID-19 crisis remains with us for the remainder of the year and into early next. That is, the longer people get to work remotely, the more they’ll want to.

Most remote workers LOVE to work at home!

The Gallup research article linked to above mentioned that 59 percent of people polled who are working from home because of the pandemic said they’d prefer to do so as often as possible once health restrictions are lifted.

In fact, folks working from home like it so much that they told pollsters that they’d be willing to quit their current employer to find another remote position if their current company did away with remote work.

Remote workers ARE more productive

A recent survey conducted by CoSo Cloud found that 77 percent of remote workers said their productivity grew when they started working from home. (Fifty-two percent also said they were less likely to take time off.)

Some might be thinking: “Well, of course the employees will say they’re more productive! But are they really!?” Yes they are. Data are showing a 47 percent increase in employee productivity this year.

The future isn’t here yet and therefore nothing is absolutely certain…

…but it appears as if more of those employees who can work from home, will.

Gartner, for example, believes that about 48 percent of employees are “likely” to work remotely at least part-time post-pandemic, up from 30 percent before COVID-19 turned the world upside down and shook it vigorously.

Not everyone agrees, of course: other experts believe workers will return to the office. Working from home can be very lonely; therefore, according to the research firm Gensler, “only 12 percent of people want to continue to work from home full-time after the pandemic  subsides.” In addition, Gensler reports that of those who would like to work from home at least some of the time, that some of the time amounts to no more than two or three days per week. Possibly less.

Our prediction?

We believe a good number of people will continue to want to work from home full time. Whether this number is more than those who prefer to work in an office full-time will depend on how well the physical office meets their needs as well as their child care requirements and arrangements.

Still, we believe a lot more workers than before the pandemic will want at least the option to work remotely full- or part time. Savvy employers will understand that this option could well become a required employee benefit if they want to attract top talent – and what employer doesn’t want to do so?

If you’d like to offer remote work to potential employees who normally didn’t work remotely before the COVID-19 crisis (call center workers or customer service representatives, for example), contact Helpmates. We recently helped two of our call center clients move our specialists to full remote work, and we can do the same for you.

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