Remotely.works’ Post

30 miles in Los Angeles is not the same as 30 miles in Austin. Thought this data from Gusto that Nick shared this morning was interesting. Employees were recruited from further away (or relocated) during the pandemic, we then saw a lot of companies establishing a radius systems for what employees had to come in to do hybrid. But you can’t use the same radius for every city, because 30 miles in LA is not 30 miles in Austin. Companies like Gusto who want great talent will continue to hire talent where it’s located and this naturally means folks will get together less. Giving consideration and designing those moments to be impactful is important. #wfh #remote #commute #futureofwork #hybridwork #hybridworking

The ability to work hybrid has allowed organisations to consider a much wider talent pool as travel is a less important decision factor if they are able to work in a distributed format. Any questions about your office locations? Reach out to me or our location experts Kelly Hamer and Łukasz Dziedzic for some excellent insights into location decision making! #futureofwork #jll #realestate #location

Remote and hybrid work have made the talent market much BIGGER for both workers and employers. Employers in Chicago can now hire in St. Louis. Workers in Salt Lake City can now look for work in Las Vegas. This is especially true for prime-age, professionally established Millennials, who are driving much of this trend in remote-able industries. See this new hires graph, that's not the result of people moving and sticking with their old jobs, it's the result of people getting new jobs with employers farther away than before. Yes, this happens when people move. It also happens when a worker who has lived in Miami their whole life decides to take a job at a company in Atlanta. this simply was not possible before this explosion of remote work.

Thanks to Nick Bloom for posting: The latest research highlighted by the New York Times and the Gusto payroll data study presents a compelling narrative on the expanding geographical scope of hiring due to WFH policies. This trend reflects a shift from local to national hiring practices and underscores the potential for a more significant leap—global hiring. The ability for firms to recruit talent from anywhere in the world, without geographical constraints, could radically change the workforce. Imagine a world where talent can seamlessly work for any company, in any country, breaking down traditional barriers and cultivating a truly global labor market. This could lead to unprecedented levels of diversity, innovation, and efficiency in the workplace. The findings serve as a call to action for companies to continue adapting and embracing remote and hybrid models, not just as a response to current needs but as a long-term strategy to harness global talent.   #GlobalWorkforce #RemoteWork #HiringTrends #WorkFromAnywhere #SDG12ReduceInequalities #SDG8Decentworkandeconomicgrowth

Tying together two phenomenal items that linked 😉 in an interesting way I didn't expect. An excellent post by Nick Bloom speaking to a New York Times study showing the hiring benefits of working from home, plus . . . a phenomenal event by The Female Quotient, Power of the Pack: Advancing Equality: The Private Sector's Impact on Narrowing the Gender Gap. The link? The Female Quotient interviewed three women leaders from Nestlé, who spoke about (in part) about the advantages of global diversification in their workforce. Being able to hire from - and to actively promote and pursue - a global talent pool and the ability to obtain and retain the very best talent available, no matter their gender or where they're from. Outstanding moderation and speakers, and an excellent article. Highly recommend both. https://lnkd.in/gNDPiYqe https://lnkd.in/gPDRak-F

New research study in the New York Times showing the hiring benefits to firms from WFH. We examined Gusto payroll data on the home and work address of employees in 1000s of firms from 2018 onwards, finding: 1) In 2019 firms hired employees living on average 10 miles from work. By 2023 new hires live about 35 miles from work (figure below). This is a 10x increase in the area they are hiring from (note area of a hiring circle = Pi*radius^2). 2) The rise has been strongest in tech, financial and business services. These industries see 100 fold increases in hiring circles, effectively going from local to regional/national. 3) The hiring distance has jumped most for employees in their 30s and 40s. Firms are now offering hybrid and remote options to source the best middle and senior managers. 4) The distance for employees to work continues to rise through the end of 2023 as firms keep expanding their labor markets to recruit the best talent. This evolution of hiring is not over yet :-) Report: https://bit.ly/4a2LOxL NYT Piece: https://lnkd.in/gtaekqn9

Great study in the New York Times from Stanford University Graduate School of Business and Gusto in the on the continuation of distributed work driving company success. Firstbase sees the same trend as we meet with hundreds of companies each month to equip distributed teams across the globe. #remoteworking #distributedwork #ITLogistics

Very interesting data and analysis on remote work. I'm loving the insights that keep coming from the Gusto data, and follow Nick Bloom and Liz Wilke, PhD if you aren't already. For my industry, I think about how job growth and migration trends impact housing demand, and both have seen a shift given the dynamic with remote work. Unless people are retiring, relocations to new metro areas are often tied to changing jobs. Given the key findings listed in the report and original post, I would imagine many of the employees hired since 2020 would have typically bought a single-family home (interest rates aside) or rented a Class A apartment (maybe temporarily) when they relocated. Now, many are staying put and benefiting real estate fundamentals in their current market with the new, remote job. From the report, those hired to work remotely are often: -High earners -Age in the 30s or 40s I’d be curious if any metros are showing an outsized benefit of retaining people that normally would have relocated for those jobs. The Midwest? Smaller metros? As a note, I live in Dallas and work remotely out of Scottsdale. #multifamily #labormarket

New research study in the New York Times showing the hiring benefits to firms from WFH. We examined Gusto payroll data on the home and work address of employees in 1000s of firms from 2018 onwards, finding: 1) In 2019 firms hired employees living on average 10 miles from work. By 2023 new hires live about 35 miles from work (figure below). This is a 10x increase in the area they are hiring from (note area of a hiring circle = Pi*radius^2). 2) The rise has been strongest in tech, financial and business services. These industries see 100 fold increases in hiring circles, effectively going from local to regional/national. 3) The hiring distance has jumped most for employees in their 30s and 40s. Firms are now offering hybrid and remote options to source the best middle and senior managers. 4) The distance for employees to work continues to rise through the end of 2023 as firms keep expanding their labor markets to recruit the best talent. This evolution of hiring is not over yet :-) Report: https://lnkd.in/g4DyawWP NYT Piece: https://lnkd.in/gtaekqn9 ( Credit - Nick Bloom ) #remotework #remoteleadership

**Looking ahead 2024** The staffing industry is set for growth. Key trends driving this growth include the evolving nature of work, increased demand for flexible staffing, and the rise of the gig economy. Technology integration is reshaping workplaces, emphasizing digital skills and remote work capabilities. Hiring managers face the challenge of assessing both job-specific skills and adaptability to new technologies. Employers increasingly rely on flexible staffing to meet changing business needs, with 64% of finance and accounting managers expecting to hire more contract workers. The gig economy continues to grow, offering short-term or project-based positions. The market is expanding rapidly, creating opportunities for staffing agencies to connect companies with independent contractors. At Yablon, we can help with fluctuating contract workers. Our 94% retention rate sets us apart. 🔗 #gigeconomy #flexiblestaffing #digitalskills #technologyintegration #financeandaccounting #contractworkers #yablon