Report: Employers without hybrid work miss out on top talent
by Paul Davenport Paul Davenport on

As workers across industries proved their ability to deliver results working remotely over the past 18 months, the dynamics of the labor market changed drastically. Where employers once held the sway in vetting among pools of candidates within tight labor markets, there are now more than 11 million job openings nationwide today (and not enough workers to fill them) as employees quit their pre-pandemic positions in droves.

Now, workers hold the sway, and have the ability to deploy their skills remotely and be more discretionary about their options. In a remote-first setting, geography is no longer a major factor in choosing talent, opening up a literal world of opportunities for workers to choose from when scouting for their next role.

As a result, companies that aren’t offering a remote option for new hires are paying the price.

“Right now, if you’re not offering flexible or remote program, you’re missing out on 50 percent to 70 percent of candidates,” Ray Ramirez, cofounder of Thrive HR Consulting, told CNBC. “They’re saying it’s not an option,” Ramirez added, referring to the drove of knowledge workers who no longer consider work based off of location, or offers that require full time in-office schedules.

This is damning for companies with a strong need for talent but little worker flexibility, as a recent PwC survey found that 65 percent of workers were currently on the job hunt as of this August.

Further, a recent survey by analytics firm Visier found that nearly 25 percent of workers had actually quit their job in the past year, with little concern about finding their next role given the new dynamics of the labor market. In August alone, 4.3 million people quit their jobs, mirroring record-high resignation rates that began topping 4 million back in April.

While these figures may appear to point toward a remote-first future, they aren’t actually an all-out indictment of the traditional office as we once knew it. For instance, only 5 percent of workers polled by PwC claimed they “don’t need to be in the office to maintain company culture,” while 29 percent of those polled said three days per week in-office was key.

But many workers are also finding their perception of the office shifting once they’ve returned after months logging on from home. A recent Wall Street Journal article highlighted some of the unpleasant reminders and surprises workers who have returned have begun to resent—from over-chatty colleagues to hybrid meetings that fail to launch—and are pushing many to request schedule flexibility, lest they join the “resignation revolution.”

The critical takeaway for employers here is to offer both: An office setting, for when in-person meetings are essential, and flexibility to work remotely for workers who crave it.

Supporting a hybrid workforce starts with getting enterprise IT and network operations teams all the tools they need to fully visualize their entire network footprint; from the in-office workers to those at home, as well as the cloud providers, internet pathways, and data center connections linking the larger WAN. This was a much easier prospect in the pre-pandemic days, when the majority of workers still logged in from a handful of office locations and within network environments that IT owned and controlled.

In a hybrid setting, IT doesn’t have inherent control over the performance of the variable points of connectivity linking their users to critical workflows. However, IT can gain end-to-end visibility into all of these environments, helping IT better understand not just their entire work-from-anywhere footprint, but the source of performance degradation when remote work issues arise.


Hybrid Work
To learn how teams can navigate their digital transformations effectively, download our whitepaper.

Download Whitepaper

Filed Under: Industry Insights

Tags: remote workforce , remote hiring , network monitoring , network management , network performance , network performance monitoring , tech jobs , recruitment , hiring , wfh , wfa , hybrid work , remote work , work from anywhere , work from home