Saffat Ayesha Hossain’s Post

My work is dedicated to supporting women in STEM to advance their careers. Many are experience and education-rich and could be the ideal candidate for the roles they are qualified to do. What stops them applying is the hour or longer commute. Some of these roles were remote during the pandemic, then became hybrid, and now most are in-office full-time. What prompted me to share this today is a client I am assisting declined to apply for a role i shared, which was ideal for her skill set. It was too far to travel daily but the duties of the role could easily be done 100% remotely. - FACT: Many employers have reduced their ability to attract top talent by offering only in-office positions - Should employers consider offering the option to their candidates? - Could this be a point of negotiation at the job offer stage? - Employers, don’t miss out on attracting/maintaining top talent by limiting to in-office work schedules if the work can be done remotely. The reasons workers want remote are many. WFH saves wasted travel hours, saves money on travel costs, being home for the family, and reduces stress by limiting office politics or a toxic work culture. A happy employee stays, contributes, and grows your business with you, consider that when writing your next job description and offer a flexible work environment. #remotework #Talent #Recruiters #Employers

What's the secret to getting the right hire quickly? It's working with the right talent partner and not compromising on critical factors. Here are some common pitfalls to avoid: ❗ Compromising on Experience: Don't settle for less experience when you need more. Experienced candidates have been through challenges before and can navigate tough times effectively. ❗ Underpaying Candidates: Trying to cut corners on remuneration rarely works. Pay candidates what they're worth in the market to attract and retain the best talent. ❗ Ignoring Geography: If your culture requires in-office presence, hiring someone from a distant location can be problematic. People rarely move their entire lives for a job, especially if they have family ties and commitments. ❗ Misjudging Hybrid Work Needs: While hybrid work is common, serious hires often need to be close to the office. If your leadership team is mostly local, hiring locally is usually more effective. Geography matters, even with hybrid work. If a role requires significant office presence, it's unrealistic to expect someone to relocate easily. For example, if your leadership team is based in Leeds, but the role will primarily operate in London, you need to decide where the candidate should ideally be based. When discussing relocation, consider the candidate's personal commitments. It's a big ask for someone to move if their family is settled, with kids in school or other local ties. So, what has been your experience with hiring and relocation in today's market? #hiring #relocation #hybridworking

Hiring Across Cities: Clarity and Efficiency in Recruitment In today's interconnected world, the location of talent should be a secondary consideration. Yet, too often, companies hesitate to move forward with candidates from other cities due to concerns about higher costs or other perceived inconveniences. Let's clear the air: If an HR or company approaches a candidate from another city, the focus should be on their credentials and relevant experience. Delaying the process because of location-related concerns is counterproductive. 1. Evaluate the candidate's skills and exposure. 2. If they meet the job requirements and align with the company culture, proceed without hesitation. 3. Be transparent and upfront about potential relocation costs or remote work possibilities from the beginning. If a candidate is applying for a job in another city, they have likely made up their mind to relocate and are prepared to bear all the consequences. The priority should be finding the best talent, not letting geographical boundaries hinder progress. Let's embrace a more efficient, inclusive approach to hiring. #Recruitment #HR #Talent Acquisition #Remote Work #Efficiency In Hiring

Does Location Matter In My Career Search? Within the complex equation of job seeking, geographical location frequently emerges as a pivotal variable. Whether established in a vibrant metropolis or pursuing career opportunities from a rural enclave, a candidate's physical location significantly influences not only the success of their job search but also their earning potential and career growth. Urban areas, characterized by their dense population and diverse industries, typically provide an abundant selection of career opportunities and a greater concentration of Fortune 500 companies. These regions play host to a multitude of businesses and organizations, thereby fostering a wide spectrum of job roles across various sectors. Moreover, metropolitan cities often present numerous career development resources, such as networking events and professional training programs, equipping job seekers with valuable tools to navigate their career paths successfully. Many understand that New York is home to many Fintech companies and California is understood to be one of the global technology hubs. Going where the opportunities are can have a powerful impact on your career. Conversely, less populated or remote regions may offer a limited range of job opportunities, given the fewer local businesses operating within these areas. However, the increasing adoption of remote work in recent years has begun to equalize this disparity, providing job seekers with the flexibility to access opportunities beyond their immediate geographical confines. The role of location extends beyond the mere density of job vacancies. It influences the competitive nature of job roles, regional salary benchmarks, cost of living, and the equilibrium of work-life balance. In-depth comprehension of the dynamics of the local job market – encompassing key operational industries, major employers, and average remuneration rates – can significantly enhance the efficacy of job search strategies. Concurrently, the strategic utilization of digital resources, online networking techniques, and remote work arrangements can assist job seekers in transcending geographical limitations. To encapsulate, while qualifications remain integral, existing in the 'right place' or adeptly adjusting strategies in accordance with one's location can profoundly impact the success of a job search.   #LocationMatters  #CareerGrowthStrategies  #RemoteWorkRevolution  #UrbanJobHunt #RuralOpportunities

What will job seeking look like in 2024? And what does it mean for your society? Wiley surveyed nearly 2,000 professionals to find out. One thing became clear: Hybrid and remote work are top priorities for jobseekers. There's a lot more to dig into in this blog, Shifting Career Priorities for Today's Workforce. Madgex: A Wiley Brand

📈 Three Hiring Trends Shaping Today's Job Market 📈 As someone who works directly with recruiters and hiring managers, I have gained valuable insights into the current hiring landscape. Here are three trends that are shaping today's job market: 1️⃣ Emphasis on Remote Work: The COVID-19 pandemic has accelerated the shift towards remote work, and this trend is here to stay. Companies are increasingly embracing remote work options, allowing them to tap into a global talent pool and provide employees with flexibility. As a job seeker, highlighting your remote work experience and demonstrating your ability to thrive in a virtual environment can give you a competitive edge. 2️⃣ Focus on Diversity and Inclusion: Diversity and inclusion have become top priorities for organizations. Companies are actively seeking to build diverse teams that reflect the communities they serve. Hiring managers are looking for candidates who bring unique perspectives and experiences to the table. Highlighting your commitment to diversity and inclusion, as well as any relevant experiences or initiatives, can make you stand out in the hiring process. 3️⃣ Skills-Based Hiring: Traditional qualifications are no longer the sole focus of hiring decisions. Employers are placing greater emphasis on skills and competencies. They are looking for candidates who can adapt quickly, learn new technologies, and bring a diverse set of skills to the table. As a job seeker, showcasing your transferable skills, highlighting your ability to learn and adapt, and demonstrating your passion for continuous growth can make you a desirable candidate. In today's job market, it's important to stay informed about these hiring trends and adapt your approach accordingly. Embrace remote work opportunities, champion diversity and inclusion, and focus on developing a versatile skill set. By aligning yourself with these trends, you can position yourself as a valuable asset to employers and increase your chances of success. #HiringTrends #JobMarketInsights #RemoteWork #DiversityandInclusion #SkillsBasedHiring #customersuccess

Remote work's role in diversity recruitment is compelling. Wharton professors found tech jobs labeled as remote attracted significantly more diverse applicants, including a 15% rise in female applicants and a 33% increase in minority candidates, as per Management Science. Besides, remote roles saw a 17% boost in applicant experience. This study underscores that job design is crucial in widening talent access and ensuring equity across employment modes, with remote work being a key factor. It's a strategic asset, not just a trend, for fostering diversity and driving innovation. #RemoteWork #DiversityInTech #InclusiveRecruitment

Title: Redefining Hiring Practices for an Inclusive Workplace In the era of remote work, restricting fully remote roles to specific localities creates unnecessary barriers for job seekers. Demanding extensive experience for entry-level positions limits opportunities for aspiring professionals. It's time for recruiters to prioritize inclusivity and empathy in hiring, reevaluating these outdated practices. Locality restrictions in remote roles not only contradict the essence of remote work but also exclude talented individuals based solely on their location. This perpetuates inequality and overlooks the diverse talent pool available worldwide. Rigid experience requirements for entry-level roles hinder the career progression of eager candidates, stifling innovation and diversity of thought. By prioritizing skills and potential over arbitrary criteria, recruiters can tap into a broader talent pool and foster a more inclusive workplace culture. Empathy and support are crucial in guiding job seekers through the complexities of the job market. Mentorship programs, skills development opportunities, and transparent feedback can help individuals enhance their employability and confidence. In conclusion, by challenging locality restrictions and rethinking experience requirements, recruiters can create a more inclusive and equitable workplace where talent thrives, irrespective of location or experience level. #Inclusivity #RemoteWork #HiringPractices #Diversity #Innovation #hiringmanger #recruiter #hiring #opentowork

🚀 Hiring Trends You Need to Know This September! 🚀 Hey everyone! As we dive into September, I've noticed some interesting shifts in hiring trends that candidates should definitely be aware of. Throughout my time in recruitment, I've seen it all, but this month is particularly interesting. Companies are increasingly valuing soft skills like adaptability and emotional intelligence over technical skills. It's not just about what you know anymore, but how you interact and adapt in a dynamic work environment. 🌟 Another trend? Remote work is still going strong! Many UK companies are offering flexible work arrangements, making it a great time to explore roles that offer a better work-life balance. According to a recent survey by the Office for National Statistics, 46% of UK businesses are maintaining hybrid work models. So, polish up that CV, highlight your soft skills, and get ready to embrace the new normal! Curious about the latest opportunities? Visit our website or give us a ring at 01908 870223. You can also drop me an email at faye@Fs1recruitment.com. Let's find your next big career move together! 💼 #HiringTrends #RemoteWork #CareerAdvice

As I was scrolling through some job-related posts, I stumbled upon the intriguing phrase "𝐨𝐧𝐥𝐲 𝐥𝐨𝐜𝐚𝐥 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐩𝐫𝐞𝐟𝐞𝐫𝐫𝐞𝐝" 🧐 It got me thinking about the dynamics at play in recruitment and the choices employers make in shaping their teams. Here are some key points to discuss on these kind of specific ask. 𝐏𝐫𝐨𝐬: 1. 🏡 Simplified logistics and reduced commuting concerns. 2. 🌍 Familiarity with the local area and community. 3. 💰 Potential cost savings on relocation expenses. 4. ⏰ Quick availability for an immediate start. 5. 🤝 Established local professional networks and connections. 6. 🌱 Enhanced community engagement and corporate social responsibility. 𝐂𝐨𝐧𝐬: 1. 🌐 Limited talent pool, especially for specialized roles. 2. 🌈 Potential lack of diversity in the workplace. 3. 🗺️ Risk of excluding highly qualified individuals willing to relocate. 4. 🔄 Stagnation in organizational culture without diverse perspectives. 5. 🚫 Possible biases or nepotism if preferences are not objective. 6. 💼 Missed opportunities for remote work in a globalized context. What's your take on this balance between local preference and the global talent pool? Share your insights and experiences in the comments below! #TalentAcquisition #HRStrategies #GlobalWorkforce #DiversityandInclusion #RemoteWork #HiringTips #LinkedInDiscussion #Jobs