Following the pandemic, work from home culture has gripped the nation. For some, this has been embraced with open arms, for others it’s proving to be a more divisive topic. This has sometimes caused a disconnect between business owners and their workforce.

Remote working is now so embedded into our lifestyles that it’s sought out on job applications, asked about in interviews and fiercely debated online. With Goldman Sachs recently announcing they’re recalling their workforce back to the office five days a week, all eyes are on whether others will soon follow.

Not all industries are made equal though, and these conversations often miss the nuance and context needed when discussing the topic. Recruitment is such a unique sector and for meaningful discussion to happen, it must fully consider the complexities of the job. Here, we aim to do just that and ask, is remote working in recruitment really possible?

Employees vs employers: Why is there a disconnect?

For employees, there are plenty of benefits to working from home. Whether it’s getting an extra hour in bed, removing the unnecessary stress of the commute, working around families, enjoying home comforts throughout the day, or simply having a better work / life balance. It’s clear that working from home can be a more convenient option.

Employers tell a different story though. Whether they admit it or not, most businesses would prefer that you’re back to the office. This is often due to high expenditure on office rents and a greater visibility of the workforce. Unfortunately, some business owners do want their teams back for the wrong reasons and this is what has caused the debate to become heated at times. Sometimes, questions over productivity can lead to businesses losing trust in their employees.

How does this differ in recruitment?

In recruitment, the need to be in the office comes from an altogether different issue. Recruitment isn’t a job that’s easily done at home. There’s a pace and structure to the day which is difficult to replicate from the comfort of your own home. This is why recruitment agencies spend so much time getting their culture right, because it’s the culture that drives performance. By removing yourself from the sales floor, you also remove yourself from an environment that’s set up to optimise your performance.

In a job where the number of calls you make affect your performance, small distractions can seriously derail your day. If this becomes a regular occurrence, it can turn a good recruiter into a low performer. It isn’t a matter of trust, simply that recruitment can be a far tougher job to do remotely than most.

How does the market look currently?

The recruitment sector seems to follow two ways of thinking. Some agencies have implemented a strict five days in the office policy, while others are keeping their hybrid models (for now). Of those who are keeping their hybrid model, we’ve noticed a clear desire to pull back the level of flexibility seen in the initial months following the pandemic. This has caused frustration within the team and recruiters are starting to look for work elsewhere. The question must be asked though, what calibre of recruiters are they losing?

From our work with both agencies and candidates, we notice a clear correlation between attitude to work and performance. If a recruiter is happy attending the office 4-5 days a week, they tend to be a high performer. The flexibility may be welcome but it’s not imperative. Of the recruiters who prefer to be home 2-3 days a week, we’re noticing lower billing figures and a generally more relaxed attitude to work.

This goes both ways too. We know of agencies who are fully remote and offer as much flexibility as a recruiter wants. This sounds great on paper but there’s an inherent culture of micromanagement which becomes more stressful than any morning commute could be.

How can a hybrid model work for recruiters?

It must be remembered that this is a general consensus from speaking with the market, there is no one-size-fits-all solution here.

Flexibility is important, most people can agree on that. However it must be earned and not given. Recruitment is a job that is highly dependent on individual performance. This is why there are so many varied and exciting incentive schemes found in our industry.

The agencies that we’ve seen really get their hybrid models right are those who incentivise it. This means the graduates who are fresh out of university and are still learning their sales patter aren’t left alone without development. It means the recruiters who never hit their KPIs when they’re working remotely aren’t given the opportunity to fall behind. It means the senior recruiters who are seasoned billers and know what it means to be a self-starter don’t need to be micromanaged or forced to stick to their desks.

Recruitment is a numbers game and we’ve already seen a drop in the average hours worked each day by those in the sector. You get out what you put in. Those who know what it means to be successful in this job should have the freedom to do it on their terms. Unfortunately, there will always be some who mess it up for everyone. There will always be those who take daytime naps, long lunches and afternoons watching Netflix.

If you have a hybrid model currently, consider it as a benefit, not a right. Enjoy it, don’t abuse it and demonstrate to your company that it works. Above all, if the performance is high, there’s no reason to doubt its effectiveness.

If you’re unhappy with your role in recruitment, we can help. We work with the best candidates and clients while keeping our fingers firmly on the pulse of the sector. We’ll take the time to listen to what you truly want and find you an agency that fits. Browse our job board to get a feel for the roles we currently have on offer, alternatively pick up the phone for a confidential conversation about your next career move.