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8 Strategies To Improve Hiring For On-Site Positions In A Remote-First World

Forbes Human Resources Council

Veronica Oubayan is the SVP of Human Resources at CarepathRX with a proven track record of leading in complex and fast-paced environments.

The pandemic brought a sudden and widespread shift to remote work for many organizations, and working from home became the new norm for employees worldwide. While remote work offers a range of benefits, including flexibility and improved work-life balance, it has presented significant challenges for organizations, especially for those that require or prefer in-person work. Even three years later, many organizations struggle to navigate its complexities.

This monumental shift to a work-at-home environment has raised many questions about the long-term effects of working remotely and its impact on an organization’s bottom line. Will corporate culture and identity suffer? Will collaboration and spontaneous conversations that spark innovation be lost? Will it hinder relationships between managers and employees?

Nowadays, organizations face the challenge of hiring for on-site positions in a remote-first world. There are a range of new obstacles that human resources professionals must navigate to successfully recruit and retain top talent. Here are some practical strategies to help organizations thrive in a post-pandemic world.

Perks For On-Site Workers

One crucial way to make on-site jobs appealing in a remote-first world is by emphasizing the many perks that come along with these jobs. Some policies to consider:

1. A Compressed Workweek

One solution many organizations are adopting in response to the appeal of remote work is moving to a 3- or 4-day workweek. Employees would be required to work longer shifts three or four days a week but would be provided greater flexibility, with an extra day or two off each week.

We know flexibility is a key consideration when attracting top talent, with 74% of workers stating that work-life balance is a top factor when evaluating a job. A flexible schedule can help reduce employee burnout, improve work-life balance and increase employee satisfaction and productivity.

Recently, the idea of a 4-day workweek has been gaining traction, and while most organizations believe they will see a decline in productivity, the opposite is actually true. Most of the companies in Britain participating in a four-day workweek pilot program said they had seen no loss of productivity (subscription required) during the trial run.

While it may not be feasible for all organizations or job roles, a compressed workweek could particularly benefit specific industries like healthcare, pharmaceuticals, technology, manufacturing and retail.

2. Childcare Benefits

Many working parents face significant challenges in balancing their work and family responsibilities. To reduce the burden and expense of childcare, employers can offer on-site workers exclusive childcare benefits. Consider offering a discount at a nearby childcare center or building an on-site facility.

3. Welcoming Social Spaces

The pandemic made us crave human interaction, and many workers are eager to return to work to socialize and interact with each other. Create welcoming and social spaces like lounges or communal areas to encourage connection and collaboration and spur innovation.

4. Meal Delivery Services

Taking the guesswork out of meal prepping and planning can be a major perk for employees returning to the office. Offering grab-and-go options or affordable meal delivery options can help employees save time and energy.

5. Commuter Benefits

Make the transition to onsite work more affordable with commuter benefits. Providing subsidized transit passes or parking fees can help offset these costs and make on-site work more accessible for employees.

6. Health And Wellness Benefits

Many workers value the ability to prioritize their physical and mental well-being while working from home. Offering on-site health and wellness benefits, like fitness centers, yoga or meditation classes, can help employees feel supported and energized. Companies can even partner with a nearby facility or nutritionist to offer discounted classes and rates.

7. Team-Building Activities

To promote collaboration and build camaraderie, plan social events and team-building activities. Outings like after-work happy hours, food trucks, volunteer outings and holiday parties can help build stronger connections among coworkers and create a successful workplace culture.

8. Learning And Development Opportunities

Professional development is one of the top factors contributing to employee retention. In fact, a staggering 94% of employees say they "would stay at a company longer if it invested in their career development." Promote a culture of continuous learning and improvement by providing exclusive workshops and access to specialized training and development programs on-site.

Final Thoughts

It’s important to assess what your employees value most and offer perks that meet those needs. Before you start with a full rollout plan, try surveying your organization to see what matters most to your people and build a customized plan unique to your workplace.

By offering a range of enticing on-site perks that value employees’ health, wellness and professional growth, companies will create an engaged and motivated workforce, setting themselves apart as employers of choice and building a strong foundation for future growth and success.


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