Issue link: https://read.uberflip.com/i/1354459
4 March 22, 2021 Proprietary White Collar Hiring Strategies Require Remote Workforce Strategy HYBRID WAGES RETENTION/ATTRACTION 28% of Current Job Openings do NOT Specify a Location for Remote Workers Current Employee Surveys are averaging 5-25% willingness to return to office Migration of remote workers is estimated to have increased 17% in 2020 States w/ highest Covid concentration averaged 20-25% outbound migration States w/ lowest Covid concentration averaged 25-35% inbound migration Permanent remote status is critical to keeping and attracting talent as other employers target certain skills remotely Determining which roles are ideally remote enables proactive sourcing strategy for increased access, lower cost, and broader diversity benefits Key policies to consider include wage adjustments for migrating workers and baseline for remote wage guidelines ATS and VMS tools can support remote wage policies once determined, as can job posting and candidate casting providers Not all roles capable of remote work should be permanently remote for business reasons, which impacts policy and sourcing The balance, schedule, and accommodation of hybrid workers in the future is unique to each business and market(s) -17% +23% +23% +40% +16% +14% -14% -17% -32% +20% +17% +20% +20% +28% +20% +2% +8% -34% -12% -12% +53% +11% Workforce Mix is no longer just defining 'permanent and temporary or SOW' but now also includes onsite and remote balance. % Migration of Population as of Dec'20