Rose Tinted Remote Working Glasses

Recent global figures from job sites Indeed and LinkedIn, show worker interest in jobs with a remote component is outpacing the number of available roles in many cases. But are those job seekers looking through rose tinted remote working glasses? And how prepared are Employers to tap into the supply of remote workers?


Figures show that in the UK, remote-job postings have increased 329%, while the number of searches has skyrocketed 790%.  The impact is that the supply of, and employees’ demand for, remote jobs have both grown rapidly over the past two years.  However, demand has grown faster!

As of May 17th, 2022, there are more job vacancies than unemployed people in the UK for the first time since records began. The unemployment rate fell to 3.7% between January and March. It’s at its lowest for almost 50 years, as job openings rose to a new high of 1.3 million.

Talent is the new cash flow

Pundits blame a reduction in the size of the workforce. Caused by post-Brexit immigration rules, older workers retiring during the pandemic and a rise in long term sickness.

But, as we have said previously, talent is the new cash flow. In order to attract the best talent, we have to be able to offer remote roles where we can.

The Problem with Job Seekers

There is a problem on both sides of the coin – with job seekers and with Employers offering remote roles.

When the reality of spending 7 hours a day glued to a dialler taking calls hits home – they realise a remote job is not for the faint hearted.

We are uncovering that many applicants have painted a rosy picture of working from home, where life responsibilities can be combined with working to outcomes.  In some cases that may be the case but many cases that view is unrealistic.  A  Customer Services  job with a contact centre, whether in person or remote, is often centred around a dialler and efficient call handling times. Rostered breaks are the norm.

When the reality of spending 7 hours a day glued to a dialler taking calls hits home – they realise a remote job is not for the faint hearted.  Especially, when dealing with anxious customers.

The Problem with Employers

Next up Employers. Some are walking blindly into implementing a remote workforce – but without the requisite planning and infrastructure.  They can see the prize – let’s face it, the talent that is there to be recruited – and people are applying for their roles in large numbers.

For example, one of our clients told us about the advert they placed last weekend for remote working customer service jobs.  They had  hundreds of applicants.  Great?

The issue is that they have to sift hundreds of CVs.  How do they work out from a CV who has the aptitude to work remotely and who has rose tinted remote working glasses?

If employers crack that conundrum, the next hurdle is onboarding and technical training. How do we ensure we have the right mix of in person and virtual content to make this work?

Sense of belonging

Once on board, how do we build that sense of belonging?  It’s not about the office anymore.  But it is about belonging. To retain employees, Employers must evolve their approach to building community, cohesion and a sense of affinity at work.

So, if you are based in Manchester and you have a workforce in Cornwall, fly into Newquay once a month to let your people know how much you care. Speaking of Cornwall, we have cohorts of ready trained, ready sifted remote workers who we know have the aptitude as we’ve tested it.

Start Smart Working

How well prepared is your business to tap into the supply of remote workers? What can you do to avoid sleep walking into a bad remote working exercise? What assessments will help you determine who will work well remotely and who has rose tinted remote working glasses?  We’ve got some secrets to share.

Perhaps you’d like some support?  Contact us