Working from home (WFH) quickly became the norm for many of us during the pandemic, but is it still the best option for your recruitment business? Is offering a WFH policy for employees a smart move or a terrible idea? And just how productive is working from home these days?
These are questions we hear often from recruitment leaders across Australia. And the truth is, there’s no clear-cut yes or no answer. Like most things in business, there are plenty of work from home pros and cons to weigh up before deciding what’s right for you and your team.
If you’re managing your recruitment business and wondering whether flexible work arrangements still stack up, we’ve broken down the good, the bad, and the ugly of working from home.
The Pros of Working From Home – ‘The Good’
- It’s Great for Your EVP
As we’ve talked about in our blog on employee value propositions (EVP), having a clear and well-thought-out WFH policy for employees can be a big selling point when it comes to attracting and retaining people.
Giving employees the option to work from home means they can save on commuting time and transport costs, which are especially valued perks in big cities where travel times regularly blow out.
And let’s be honest: most professionals now expect at least a little leeway when it comes to location throughout the week. If your business is struggling to attract talent, consider making judicious use of the phrase ‘options to work from home’ in your job ads. About 41% of employers say WFH gives them a better ability to attract candidates, while 44% say it improves staff retention, AHRI research shows.
- Flexibility = Happier Employees
Offering flexible working from home options shows trust in your employees, and trust is a powerful motivator. When employees have the freedom to manage their day, structure their workload, and avoid the distractions of a noisy office, it can boost morale and job satisfaction.
Plus, flexibility often translates to better work-life balance, which means happier, more engaged employees who are less likely to burn out or leave your business.
- Reduced Office Overheads
Managing your recruitment business is also about managing costs. With fewer people in the office every day, you might be able to reduce your commercial lease footprint, saving you big money on rent, utilities and other office expenses.
Hot-desking setups can work well in this environment, particularly if your team rotates their in-office days. Less noise, more space, and reduced costs? Sounds pretty good.
- Access to an Infinite Talent Pool
One of the biggest upsides of working from home is access to a larger talent pool to fish in. In a cost-of-living crisis, where many professionals are seeking to live in places with affordable housing costs, the calibre of talent available is becoming more dispersed. The best recruiters and managers might not live in your immediate area.
Remote work lets you tap into skills from other cities, regions – or even globally – to build the best team for your business.
- Develop a digital culture
While nothing beats the camaraderie and culture of a buzzing office, working from home does encourage teams to develop strong digital communication habits. Tools like Teams, Zoom or Slack become the norm, helping employees stay connected no matter where they are. Encouraging employees to be familiar with working and communicating remote comes in handy during emergencies. A clear WFH policy is useful for business continuity planning.
The Cons of Working From Home – ‘The Bad’
- Managing Underperformance is Tricky
Keeping track of individual performance can be onerous when teams are off site. Without the visibility you have in the office, managers need to rely on clear KPIs, data tracking, and regular check-ins to understand how people are performing.
Setting clear expectations from the start is crucial for mitigating underperformance risks. Hours, deliverables, and communication guidelines all need to be spelled out in your WFH policy for employees. And if performance dips, you need a process in place for bringing employees back into the office for additional support or supervision until they’re back on track.
- Team Dynamics Can Take a Hit
WFH has its perks, but over time it can lead to employees working in silos if left unchecked. For recruitment agencies, where collaboration, energy, and bouncing ideas off colleagues is part of the job, this can quietly erode your team culture.
Make sure you’re still creating opportunities for people to connect in person or virtually. Team days, morning stand-ups, or Friday wins sessions can help reinforce a sense of belonging and keep everyone on target.
- Social Isolation is Real
It’s important to remember that not everyone wants to work from home. Assuming that everyone does can be a huge misstep. Some employees thrive on the social buzz of an office, while others get distracted easily. Conversely, some employees can genuinely lock in while working from home and produce results they can’t get in the office. Preference for WFH comes down to personality factors, work styles, and each employee’s living situation.
What works for one person may not work for another. Also consider the stage of development each employee is at. Team members who are still early in their careers or going through training may be better off working on site as much as possible.
Before locking in a working from home model, talk to your team. Creating a hybrid model that gives people choice (while meeting business needs) is often the best compromise, provided you have on and off ramps for deciding who and when can work from home.
.. And ‘The Ugly’ – What You Can’t Afford to Ignore
Workplace Health and Safety Still Applies
As a cautious HR Director (or a fun-sponge, depending on who you ask), it’s my duty to consider the business risks that arise from people management decisions.
Whether your employees are in the office or working from home, you still have a duty of care as an employer. When creating a WFH policy for employees, health and safety must be accounted for.
Ensure your employees have a safe and suitable home working environment. That doesn’t mean you need to send an OH&S consultant to their lounge room, but it does mean having clear guidelines around ergonomic setups, equipment provision, and expectations for safe work practices.
A simple checklist or self-assessment form can go a long way in managing risk. Not to mention a signed agreement that outlines responsibilities on both sides.
The Takeaway
Like most big decisions when managing your recruitment business, creating a WFH policy for employees comes down to balance.
The work from home pros and cons are many and they’ll look different for every agency, every team, and every role. What matters most is understanding what works for your business model, your clients, and your people.
WFH isn’t going anywhere – but how you shape it to suit your recruitment business is entirely up to you.
Talk to Us
Need help shaping a WFH policy for employees that actually works for your business? At Four Pillars Group, we partner with recruitment businesses to help them grow and manage the challenges of scaling up. Please feel free to reach out to me or the team to find out how we can help.
