5 Ways Flexible Workforce Arrangements Can Help With Recruitment

The benefits of flexible workforce arrangements are many. Ditching the mandatory, in-office, 9-5 schedule in favor of more flexible options can help you stay competitive and find (and retain) quality candidates who otherwise may have been out of reach. It can also help you reduce overhead costs and boost worker productivity.

While it’s still important to offer a competitive salary and traditional benefits, many of today’s job seekers put a premium on alternative workplace benefits, such as telecommuting, flex time, job sharing, and unlimited vacations. Implementing more workplace flexibility can help your company:

  1. Recruit specialized talent to close your skills gap.
  2. Become more efficient and save money.
  3. Reach a broader pool of qualified candidates.
  4. Improve retention rate.
  5. Hire foreign workers to expand into new markets.

Cultivating a flexible workforce isn’t for every business, and approaches will vary from one organization to another. However, if it makes sense for your business, embracing flexible approaches to work will allow you to recruit from a much larger pool of qualified candidates.

Who Benefits From Flexible Employment Options?

Flexible work options can be a particularly effective recruiting tool for small and medium-sized organizations. These companies can more readily assess the impact of these changes on the company’s goals, culture, values, and bottom line. It’s also a great benefit to offer candidates who may not have the same options at larger corporations.

Rather than focusing on “when, where, and how” a job gets done, companies that embrace more flexible options are able to turn their attention to what really matters—productivity, output, and results. Studies show that employees who are given one or more flexible options are less stressed, healthier, and more likely to report increased job satisfaction in general.

In short, instituting a flexible workforce is a win-win for both employers and employees. Here are five ways it can help you recruit a winning team.

1. Recruit Specialists and Workers With Time Constraints

Does your company lack a large budget for top salaries, costly employee development programs, or other expensive perks? Flex options can help you tap the pool of MBAs, JDs, and CPAs who don’t want to make a full-time, on-site commitment. And once you attract talent with flexible options, they’re in your talent pipeline.

Keep in mind that as employees age, their lifestyle demands change. The “sandwich generation,” those who care for small children and elderly relatives, is tomorrow’s empty-nester generation. When your workforce planning automatically includes flex options, you’ll find that these perks can attract and retain a wider range of quality employees.

In niches such as information technology and engineering, flex assignments are so in demand that contract and temporary workers have overtaken full-time employees as the norm, says Brad Beckner, vice president for the Chicago market of Kelly Services. Companies that fail to adapt to the trend could end up with fewer candidates from which to choose.

2. Gain Efficiency and Reduce Overhead Costs

Some workers who value flexibility as part of their compensation will work at competitive or even reduced rates. In other words, businesses should consider the financial benefits of flexible workforce options. While compensation varies based on the position, it’s not unusual to see a 10 percent to 15 percent discount in salary, plus no or low benefits costs for part-time, flexible workers. You may also save on office-related costs.

Still, there’s a limit to how much and how often an organization can discount compensation for flexibility. Job candidates with in-demand skills and experience know they don’t have to compromise on compensation. In these cases, the organization can use flexibility as a dealmaker when competing with not-so-flexible opportunities.

3. Reach More Talent in a Tight Labor Market

When security certification and clearance company Corsec Security needed to augment its workforce, it encountered a very tight talent market within the industry, both nationally and locally. They realized the “one-size-fits-all” approach to work arrangements just wasn’t going to cut it.

By creating a flex workforce plan, the company was able to bring in talent that was previously out of reach. Now they’re able to bring on multiple projects at a time to satisfy client demand, instead of being forced to pass on opportunities due to hiring constraints.

4. Boost Your Employee Retention

In addition to helping build out a talent pipeline, having a flexible workforce can help you boost employee retention by retaining workers who would otherwise leave due to lifestyle changes. Capable workers may sometimes value more flexibility rather than a prestigious title or even a high salary.

But don’t be surprised if a shift toward flexible work options spurs either resentment or demand for the same benefits from on-site employees. In organizations that opt to offer flex work to everyone, a quick survey of existing workers will uncover the most appealing options, which you can then consider adding to your workforce plan.

However, not all jobs can be done by flex workers and many companies still need full-time people on site. The job responsibilities will dictate whether flex arrangements will work for your business, while not all workers can remain productive and effective after making such a shift. It has to be the right fit for the company, the role, and the individual.

5. Hire Foreign Workers

Hiring remote workers in foreign companies is one way to expand your business territory into areas with low overhead and startup costs. But, before you add foreign employees to your workforce, consider the tax, legal, and accounting issues in the United States and in the workers’ home countries.

Hiring a contract worker is notably different from hiring a full-time employee in another country. If you bring on a full-time employee living in a foreign country, you may be held responsible for following that country’s tax and human resources laws. You could avoid overcomplicating things by hiring foreign nationals on a contract basis instead.

A Word of Caution About Workplace Flexibility

Using flexible workforce arrangements can be a good strategy, but it’s a significant change, whether you own a small or large business. Before you start, consider consulting with legal and tax professionals about state and federal laws that can affect flex and temp workers.

And while flexible options can provide a range of potential benefits, remember that your recruiting headaches will never disappear entirely. Still, they might lessen if you’re willing to make the initial investment to consider less traditional workplace options.

Take Your Flexible Workforce to the Next Level

Telecommuting, job-sharing, flextime, compressed work weeks, and other such arrangements are an important piece of the recruiting puzzle. But there are many other pieces to consider as well. Make your hiring strategy more efficient and effective by signing up for expert recruitment insights, the latest hiring trends, and more, delivered free to your inbox.

How to Set Up a Flexible Work Schedule

Candidates and employees want a flexible work schedule. Setting flexible work policies like remote work, compressed workweeks, and job sharing will help you recruit and retain top talent and boost employee morale. Your employees are likely to be happier and more motivated, productive, and engaged, making your company more profitable.

Now that you know the benefits of flexible work, you should consider these seven policies that will make your company more attractive to candidates and employees:

  1. Flextime
  2. Compressed work week
  3. Job sharing
  4. Remote work
  5. Part-time work
  6. Shift Schedule
  7. Contract work

1. Flextime

Instead of working the traditional nine-to-five, employees can choose their own flexible work schedule that makes sense for themselves and their families. Depending on your policy, employees can change their schedule daily or weekly or be required to keep consistent hours. Make sure there is enough overlap for people to collaborate in the office or remotely. You may want to give employees the option of working:

  • 7 am to 3 pm
  • 8 am to 4 pm
  • 10 am to 6 pm

2. Compressed Work Week

Employees work longer hours a few days a week to hit 40 hours faster and enjoy the rest of the week off. Two of the most common schedules are:

  • 4/10. Employees work 10-hour workdays four days a week.
  • 9/80. In a two-week period, employees work eight nine-hour workdays and one eight-hour workday and have one extra day off every other week.

3. Job Sharing

Two or more employees work part-time to split the responsibilities of one full-time role. This flexible work schedule can help you attract and retain people who are juggling work and caregiving. There are two common job-sharing models:

  • The twin model. The job sharers split their responsibilities evenly and work together to complete the same projects and assignments.
  • The islands model. The job sharers have different responsibilities and tasks and work independently.

4. Remote Work

Many candidates and employees want the option to work remotely all or some of the time. Instead of spending time commuting, they can spend more time with their family. There are two common policies you can choose from and customize to work for your team:

Hybrid Workplace

Employees work remotely and in the office. Some companies require their employees to work in the office set days or a set number of days per week to encourage in-person collaboration. Other companies let employees decide if and when they want to work remotely or in the office. Instead of having designated desks, some of these companies have employees reserve a desk in advance and bring their computer.

All-Remote Workplace

All employees work remotely all the time. Two of the main advantages for business owners are that they save money on rent, utilities, and other office-related costs and they have more access to talent since they aren’t restrained to hiring people who live near the office. If you adopt this policy, you may be able to redirect costs to hire more people and pay higher salaries.

5. Part-Time Work

This flexible work schedule can help you hire and retain caregivers, unretired workers, and students. Offer part-time jobs with the possibility to work non-traditional hours like early mornings, late nights, and weekends. Part-time jobs are popular for retail and food services jobs, but it could be a good option if you don’t have enough work to require a full-time hire, you’re open nontraditional hours, or you want to try job sharing.

When you’re writing a job description, mention the number of hours per week and whether the employee would need to work specific days and hours.

6. Shift Schedule

Companies typically use shift schedules for roles that require people to work non-traditional hours and weekends, such as retail, hospitality, security, food service, manufacturing, and healthcare jobs. A shift schedule is beneficial if you need people to work early mornings, late nights, and weekends. Depending on your policy, you might have a:

  • Fixed shift schedule. Employees always work the same days and hours.
  • Flexible shift schedule. Employees can choose the shifts they want to work.
  • Rotating shift schedule. Employees are assigned new shifts on a regular basis, such as weekly, monthly, or quarterly.

7. Contract Work

You can work with people who want a flexible work schedule by hiring contract workers for short-term projects. (Before you start the hiring process, speak to an employment lawyer to make sure you follow all the necessary legal guidelines.) The main benefits of working with contract workers are the ability to:

  • Save money by paying an hourly rate or project fee instead of an annual salary and benefits.
  • Have someone complete necessary tasks and projects even if you don’t have enough work to hire a full-time employee.
  • Hire from a large pool of candidates because many independent contractors work remotely.
  • Make hiring decisions faster since there is less of a commitment than when you’re hiring a full-time employee.

There are two main types of contract workers:

Freelance

You may want to use a freelancer if you have a one-off project like a logo design, product photography shoot, or writing a press release. If you like them, you can continue working with them for similar projects. Freelancers usually work with multiple clients simultaneously.

Temporary

Unlike freelancers, temps often work full-time with one client for a longer period, such as a few months to a year. You might want to hire a temporary worker to fill in for someone who is on parental leave or to staff up for your “busy season.” If you anticipate the need for a permanent employee in the near-term, consider a temp-to-hire model. You can hire temporary workers directly or by working with a staffing agency.

Implement Flexible Work Schedules and Other Policies Workers Want

Flexible work policies are compelling for all employees, but especially parents and other caregivers, students, and older workers. By increasing employee morale, retention, and diversity, you’re likely to see increased profitability. Continue to boost your recruitment and retention efforts by instituting expert-recommended hiring and management advice from Monster

Are Flexible and Remote Work the Key to Attracting Gen Z Talent?

Remote work likely isn’t going away any time soon. On Monster, candidate searches for “work from home” jobs continue to be #1 on site overall. In fact, predictions show that 36 million Americans will be working remotely by 2025—a 417% increase from pre-pandemic levels.

With Gen Z entering the workforce, a generation that values flexibility, work-life balance, and meaningful work, Monster data suggests they may be one of the biggest drivers behind the shift to remote and flexible work. Just look at the newest cohort of college graduates—according to Monster’s 2023 State of the Graduate report, 73% said they would be more likely to apply for a job if the position allowed them to work remotely from anywhere.

When it comes to attracting this new generation of talent, experts like Marta Abalos Lopez, vice president of people and culture at Hotjar, say employers may need to adapt their recruitment and retention strategies and lean into the idea of flexible work. “Leaders should embrace flexible distributed and remote work, because not only does this increase the talent pool, but it also helps people find better work-life balance,” she says. “Gen Z is also values-focused and that creates an opportunity for organizations to bring in diverse people who can expand on and challenge interests and ideas.”

Here’s why offering flexible and remote working options may be the key to driving Gen Z talent acquisition and retention efforts in 2023.

Remote Work is All Gen Z Knows

For most of Gen Z, remote work is all they know. Many studied or graduated during the COVID-19 pandemic when most schools and businesses were operating remotely and never had the chance to intern or work in an office. Even today, more than three years after the onset of the pandemic, 37% of new grads say they don’t feel like they have enough experience working in person at an office.

“Monster’s 2023 State of the Graduate report demonstrated how Gen Z is changing the workplace as it relates to their expectations for how and where we work,” Abalos Lopez says. “For many Gen Zers, their university years were spent studying remotely, and so the transition to remote work was more natural.” When confronted with the possibility of having to work in person, it’s not surprising, then, that so many would prefer to stay home.

Gen Z and the Importance of Work-Life Balance

As the first fully digital native generation, Gen Z wants work to fit into their lifestyle and not the other way around. According to Monster’s State of the Graduate report, 58% of new grads consider work-life balance to be the most important aspect of a job. Additionally, 49% say a flexible work schedule is most important, while 34% say it’s the ability to work remotely.

“For remote workers, the ability to connect with friends and family, travel internationally, and use work as a means to redefine life brings a new perspective and paradigm shift to the old adage of work-life balance,” Abalos Lopez says. “Workers are empowered to do their best work, no matter where they are and as long as deadlines are met and projects completed, leaders should embrace this type of balance for better employee morale and retention.”

Attracting Gen Z with Flexible and Remote Work

Knowing that Gen Z is more likely to be attracted to companies that offer flexible and remote work options, it’s important to ensure it’s being communicated to candidates. Recruitment and employer branding materials, such as an employer value proposition, career site, job descriptions, and social media, are often great places for employers to promote their flexible and remote work arrangements.

“If a role is 100% remote, consider mentioning this directly in the job title and again at the beginning of the job description, rather than requiring candidates to dig through the posting or website, or even complete a first-round interview to learn more about the role,” says Dr. Kyle Elliott, MPA, CHES, founder and career coach of caffeinatedkyle.com. “Additionally, if the role requires candidates to be in the office, either now or potentially in the future, be sure to state this clearly and upfront.”

Patrick Garde, co-founder of digital marketing agency ExaWeb Corporation, says employers can also communicate their remote, hybrid, and flexible work policies by emphasizing work-life balance and incorporating visual representations. He says, “Including images or videos in recruitment materials that depict a diverse workforce engaged in remote or hybrid scenarios helps Gen Z candidates visualize themselves in such an environment.”

Keeping Remote Gen Z Workers Engaged

While remote work is attractive to Gen Z, it can be isolating at times and cause them to miss out on opportunities and experiences they would normally have while working in person. “Gen Z individuals who have mainly worked remotely may miss out on the social interactions and casual conversations that occur in an office setting,” Garde says. “They might not have the same opportunities for in-person collaboration, mentorship, and learning experiences. Additionally, they may not experience the office culture, networking opportunities, and structured professional development programs that can contribute to their growth and career advancement.”

As the youngest generation in the workforce, Gen Z certainly doesn’t want to miss out on opportunities to learn. In fact, 43% of new grads said they would quit a job if they were not given the chance to learn and develop in their position.

“To support remote Gen Z workers in building connections and receiving mentorship, employers can utilize virtual engagements,” Garde says. “This includes implementing virtual mentorship programs, leveraging online collaboration tools, organizing virtual team-building activities, establishing digital communication channels for informal discussions, hosting virtual networking events, and offering online learning opportunities. These measures enable remote Gen Z employees to connect with colleagues, receive guidance, and enhance their professional growth, even in a remote work environment.”

If Gen Z Must Return to the Office

For some employers, working remotely may not work for them. While Gen Z and other employees may not be particularly thrilled to make the commute to work—32% of new grads said they would quit a job if they were required to work at the office—there are some steps employers can take to help ease the transition. Garde says, “Employers can ease the transition to in-person work for Gen Z by implementing a gradual shift, offering flexible work arrangements, and prioritizing clear communication. Additionally, ensuring employee health and safety through necessary safety measures and comfortable workspace is crucial.”

Top Workplaces for Remote Work

Monster and Energage Announce the 2024 Winners of the Top Workplaces for Remote Work Award

In today’s rapidly evolving job landscape, the importance of remote work has become increasingly evident. Companies that excel in creating outstanding remote work environments are being recognized for their dedication to employee satisfaction and productivity. Energage, the organization behind the prestigious Top Workplaces employer recognition program, has partnered with Monster, a global leader in connecting people and jobs, to honor the Top Workplaces for Remote Work. This partnership showcases a commitment to workplace excellence and the power of remote work. Let’s delve into the details of this exciting collaboration.

Recognizing the Best in Remote Work

The Top Workplaces for Remote Work award continues to honor exceptional employers across the United States that prioritize a supportive and effective remote work environment. This year’s list highlights 198 companies dedicated to creating outstanding remote work experiences. Notable organizations on this list include Progressive Insurance,Sun Life, Madison Logic, and ASICS, each celebrated for their commitment to fostering a positive and productive remote work culture.

What sets this award apart is that it’s based entirely on employee feedback. The selection process is conducted independently through Energage’s confidential, research-backed employee engagement survey, ensuring that the recognition reflects authentic employee insights and experiences. This transparency underscores the dedication of these organizations to cultivating top-tier remote work environments, as seen through the eyes of their teams.

What Sets Top Workplaces Apart

These awards highlight organizations that prioritize their employees’ well-being and satisfaction. They recognize companies that actively listen to employee feedback and cultivate people-first cultures. The Top Workplaces award is based on extensive research and benchmarks accumulated over 17 years of culture research. It serves as a symbol of excellence, setting these companies apart as leaders in fostering positive work environments.

Eric Rubino, CEO of Energage, emphasized the significance of these awards, saying, “Being honored with a Top Workplaces award is a distinctive mark of excellence, setting companies apart in a recognizable way. Top Workplaces embody the highest standards, and this award, rooted in authentic employee feedback, is a point of immense pride for company leaders.”

Monster’s Commitment to Workplace Happiness

At Monster, our vision is to make every workplace happier and more productive. This commitment extends not only to the clients we serve but also to our own employees. Monster CMO Scott Blumsack expressed his pride in providing a supportive and flexible work environment for their team members. He explained, “We are thrilled to partner with Energage on the Top Workplaces for Remote Work. These awards underscore the importance of listening to employees about where and when they can be their most productive and happiest selves – we know that this flexibility is essential to helping both employers and candidates find the right fit.”

Monster’s dedication to creating a positive work environment extends to helping customers create a strong Corporate Culture and offering customized Employer Brand solutions. Discover how Monster can help your organization excel in employer branding, check out our comprehensive Employer Branding Guide.

Conclusion

Energage’s and Monster’s partnership in celebrating the Top Workplaces for Remote Work highlights the growing importance of remote work in today’s professional landscape. These awards not only acknowledge outstanding employers but also emphasize the significance of employee feedback and satisfaction. Monster’s commitment to making workplaces happier and more productive mirrors the values of the Top Workplaces program, making this collaboration a perfect match.

Congratulations to all the organizations that have earned a spot on the Top Workplaces for Remote Work list. Your dedication to creating exceptional remote work environments has not gone unnoticed, and we look forward to seeing how this commitment continues to shape the future of work.

Top Workplaces for Remote Work, Fall 2024

1st United Credit Union
3Cloud LLC
66degrees
Access TeleCare
Accra
Actian Corporation
ActioNet
Active Interest Media
Advancial
Agios Pharmaceuticals
AHSG
All Star Healthcare Solutions
Altimetrik
American Specialty Health, Incorporated
Amplify Credit Union
Anderson Business Advisors
AnewHealth
ANM
AORN
Arbitration Forums, Inc.
ASICS
AST LLC
Aura
Axxess
Aya Healthcare
Babel Street, Inc.
Best Egg
Bibbeo
Binary Defense
Blanchard
BPA Quality
Branch
Bulwark
Cain Watters & Associates
California Institute of Applied Technology
Calltower
Carenet
Car-Part.com
Carrot Fertility
CATIC
Celigo
Center for Internet Security (CIS)
Century Support Services
Children’s Hope Alliance
Cielo
Circle
Claims Management Resources
Clari
Claritas
CME Corp
Coalfire
Collegium
Colorado Access
Credibly
Credit Acceptance
Credit Union 1
Cross Country Healthcare
Crucial Learning
CyberCoders
Danforth Advisors
Dignari
Direct Mortgage Loans
eFinancial | Fidelity Life
Elevate
EnableComp
Endeavors
EnergyUnited EMC
Ensemble Health Partners
Enverus
EQT
Excella
ezCater
Fairway Independent Mortgage Corporation
Fifth Third Bank
First Business Bank
FMG Suite LLC.
Focus Care Solutions, Inc.
Gaggle
GAP Solutions, Inc.
GDT
Georgia’s Own Credit Union
Green Spoon Sales
GreenPath Financial Wellness
Groundswell
Grow Financial Federal Credit Union
Harbor Capital Advisors, Inc.
Hawk Ridge Systems
Healing Hands Personal Services
Health Choice Network
HealthMark Group
Highmark Delaware
HMP Global
Hyland
I-CAR
Internet Testing Systems
Intradiem
IntraNerve Neuroscience
Ironwood Pharmaceuticals
isolved HCM
ITHAKA
Jan Dils, Attorneys at Law
Joyce University of Nursing and Health Sciences
JustAnswer
Karsun Solutions
Key Benefit Administrators
Kind Lending
Kobie Marketing
Kyruus Health
Leader Bank
Level Access
LogicGate
Lower
Madison Logic
Mediaocean
Medical Review Institute of America
MedWatch, LLC
MicroHealth, LLC
Midwest BankCentre
Millennium Systems International
MindPoint Group
Monument Consulting
MRCI
Nations Lending
Naval Systems, Inc.
Ncontracts
NCSA College Recruiting
NEI Electric Power Engineering, Inc.
Neighbors Bank
NetDocuments
New American Funding
NTT Data Business Solutions
Object Computing
OneMagnify
OneStream Software
Orchard Software
Orion Lending
PACEMATE
PAN
PAR Technology
Paradigm
Pegasystems
Pindrop
Pinnacol Assurance
Planet Home Lending
Potomac Law Group
PotomacWave Consulting
Primera Engineers
Privia
Progressive Insurance
Protocall Services Inc.
Pyramid Systems, Inc.
RareMed Solutions
REDW
Ren
Resultant
Revenue Group
Rising Medical Solutions
RP Professional Services, LLC
Rubrik
RWM Home Loans
SafeRide Health
SambaSafety
Scale Virtually
Sensiba LLP
Sentinel Technologies, Inc.
Service Coordination
SFM Insurance Co
Sharonview Federal Credit Union
SirsiDynix
SmartFinancial
SofterWare
Solari
Source2
Southwestern
SpinSys
Sun Life
TalentBurst, Inc
Tarsus Pharmaceuticals
Taylor Morrison Home Funding
Teaching Strategies
Tech Elevator
TekSynap
The Auto Club Group
The Susan G Komen Breast Cancer Foundation Inc
Thomas & Company
Towne Mortgage
Trellis Company
T-Rex Solutions LLC
Unanet
United States Senate Federal Credit Union
USF Federal Credit Union
VelocityEHS
Ventera Corporation
Verisys
Wiland, Inc.
WPS Health Solutions
Y-12 Credit Union
ZenBusiness Inc

Supporting working parents during back-to-school season

Just as working parents feel like they’ve adjusted to summer schedules, it’s time to start thinking about sending the kids back to school. And with that, comes the stress of balancing both work obligations and school activities.

“Back-to-school season often comes with a whirlwind of activities for working parents — shopping for school supplies, attending orientations, arranging transportation, and adjusting to new routines,” says Stephanie Alston, president of BGG Enterprises. “These tasks can be time-consuming and may require parents to take time off or juggle their schedules, leading to disruptions in their workday. The added stress and logistical challenges can impact their focus and productivity at work.”

Recognizing the unique challenges working parents face during the busy back-to-school season — and throughout the year — and offering support can help employers build a happier, more productive workforce. Conversely, failing to acknowledge these challenges can lead to increased stress, burnout, and even higher turnover rates.

Here are a few ways employers can support working parents during the back-to-school season this year.

Be Flexible

Flexibility in the workplace can be a huge benefit for any worker. In Monster’s 2024 Work Watch report, workers agreed that having flexible work hours is the most important benefit employers can offer. For working parents, it can be even more crucial as they try to readjust to a new academic routine.

“Flexible schedules allow parents to attend to their children’s needs without compromising their job responsibilities,” Alston says. “This can mean starting or ending the workday earlier or later, taking extended lunch breaks, or working from home. Flexibility helps parents manage the demands of both their professional and personal lives more effectively, reducing stress, and increasing their ability to focus when at work.”

Help With Expenses

Back-to-school spending can really add up. Last year, the average household spent nearly $900 on supplies, clothes, and other school-related expenses. And amid still-high inflation, the financial burden can really take a toll on working parents during this time of year.

To help with the added expenses, Alston says employers can offer financial assistance to working parents. “Financial assistance could include back-to-school allowances or subsidies for childcare and school supplies,” she says. “Providing access to resources, such as on-site childcare, tutoring programs, and employee assistance programs can also be incredibly helpful.”

Offer Wellness Benefits

Burnout occurs when people have too much to do with too little time to do it. Unfortunately, this has become all too common in the workplace. According to Monster’s Work Watch report, three out of four workers feel burnt out, while 26% say their level of burnout has increased significantly over the past year. Working parents are even more at risk of developing burnout due to the challenge of juggling multiple demands at work and at home, especially during the hectic back-to-school season.

Wellness support, such as mental health benefits, and increasing paid time off can improve the wellbeing of not only working parents, but all employees. Offering health and wellness stipends is another way employers can provide extra benefits to working parents. These could be used for:

  • Family counseling to help with the back-to-school transition.
  • Gym memberships, personal trainers, or fitness classes to sweat out the stress of the back-to-school season in a healthy way.
  • Massages to unwind after a long, stressful day balancing work and back-to-school activities.
  • Meal delivery services to help working parents save time and a trip to the grocery store.

Listen to Parents’ Needs

Every employee has different needs, and the same is true of working parents. What a working parent with a kindergartener needs will likely be different from that of an employee with two kids in high school. Providing a safe space to talk about these challenges can help both employees and employers better understand each other’s needs.

“Clear, open communication is vital,” says Ritesh Seth, CEO and co-founder of Empathy Employer. “Managers should proactively reach out to working parents, express an understanding of the challenges they’re facing, and ask how they can help.” As the school year approaches, employers should encourage managers to set up one-on-one time with working parents to understand how they can best be supported in the months ahead.

Provide Continuous Support

Supporting working parents shouldn’t end when school starts. “Throughout the year, employers can offer parent support groups, provide resources for childcare or tutoring, and maintain flexible policies for school events or sick children,” Seth says. “It’s about creating a culture where employees feel valued as whole people, not just for their work output.”

Don’t just focus on parents

As organizations like Monster have realized, employees are their most important asset, so it’s imperative to find ways to help them do their best work. The fringe benefit of doing is that it also strengthens your employer brand. Offering creative benefits for all and developing an “everyone is in this together” culture helps ensure that your entire workforce feels supported. 

If you’re looking for more ways to help your team get through the challenges ahead, and how to make sure your employee support is reflected in your employer branding and recruitment marketing, get help with expert recruiting advice and the latest hiring trends from Monster Hiring Solutions.

Nominate Your Company for a Top Workplaces for Remote Work Award

A Symbol of Excellence

The Top Workplaces for Remote Work award highlights organizations that prioritize their employees’ well-being and satisfaction. It recognizes companies that actively listen to employee feedback and cultivate people-first cultures.

Based on extensive research and benchmarks accumulated over 18 years of culture research, Top Workplaces awards serve as a symbol of excellence, setting these companies apart as leaders in fostering positive work environments.

Is Your Company a Remote Workplace Star?

Has your company created a standout employee experience in a remote environment? Is it committed to hiring remote workers in the future? Then nominate your company for a Top Workplaces for Remote Work award! Nominations may be submitted now through June 7th, 2024.

Click to nominate your company

Previous Winners

See these exceptional employers from across the US.

The Importance of Remote Work to Candidates in 2024

Remote work and more flexible work environments continue to be one of the most sought-after benefits for workers. However, there is a disconnect between the number of workers who want the ability to work remotely and those who have that flexibility. According to our 2024 Future of Work survey, 46% of US workers are back working in the office full time, compared to only 12% of workers that fulfill their role completely remote. Despite the return to office mandates, workers continue to stress the importance of remote work, with 42% desiring increased remote work flexibility.

Are Businesses Supporting Remote Work?

Employees aren’t the only ones weighing in on remote work. In our same survey, 33% of employers admitted that finding talent to work in-person/on-site will become increasingly difficult in the near future, and 36% are changing their roles to become more flexible/remote. Flexible work schedules and locations are beneficial to recruiters’ jobs as well, with 51% saying that offering flexible work options gives them a recruiting advantage and 49% thinking flexible work options help them retain talent.

The Monster-Energage Partnership

Monster, a global leader in connecting people with jobs, and Energage, the technology company behind the nation’s leading employer recognition program, Top Workplaces, have partnered to honor the Top Workplaces for Remote Work. This partnership highlights the growing importance of remote work in today’s professional landscape. These awards not only acknowledge outstanding employers but also emphasize the significance of employee feedback and satisfaction. Monster’s commitment to making workplaces happier and more productive mirrors the values of the Top Workplaces program, making this collaboration a perfect match.

Monster’s dedication to creating a positive work environment extends to helping customers create a strong Corporate Culture and offering customized Employer Brand solutions. Discover how Monster can help your organization excel in employer branding, check out our comprehensive Employer Branding Guide.

Monster Poll: Three-quarters of workers would relocate for a job

In a job market where talent is still hard to find, being able to bring talent to you is crucial. According to a new Monster poll, three-quarters of workers are willing to relocate for a job, while the other 25% would quit if asked to relocate.

“If you’re single and you’re 25 and you kind of like where you live but you don’t really care, you’re going to go,” says Laura MacLeod, an HR expert and consultant with From The Inside Out Project, an employee-morale company. “Even if you have a family, if it’s a lot more money and a place where the taxes are lower and the cost of living is lower, you’re going to go.”

What Motivates Job Seekers to Move

When it comes to moving for a job, the most important factors are a desirable new location (37%) and high enough salary compensation (37%), according to Monster’s data. Companies have to consider their value proposition: If you’re in a not-so-great city, for instance, you might have to sweeten the deal to get workers on board. Are you offering to pack and move them? Flexible schedule? A raise? 

“I think about post-COVID New York City — the cost of living here is outrageous,” MacLeod says. “If somebody offered me a job somewhere else where the cost of living would be about half, I’d go in a heartbeat.” 

In terms of convincing workers to relocate, 75% said they’d pack their bags if they received a salary increase, and 63% said a relocation package to assist with moving costs is key.

“The package is a huge part of the puzzle,” says Jill Santopietro, a human resources consultant at 21Oak HR Consulting. “You need to have some kind of group that’s going to white-glove it the whole way, so that person feels really supported in the process.” 

Forty-four percent of workers also say they’d move for a promotion. “I have seen people move to a great city for a great opportunity,” says Mikaela Kiner, founder and CEO at Reverb, an HR consulting firm. 

What’s Keeping Job Seekers in Place

It’s just as important to understand the things that make workers think twice about relocating. More than two-thirds (68%) said the cost of living in a new location is the most preventative factor to relocating for work. And nearly half (47%) pointed to the housing market in a new location.

“I live in the Boston area, and our market is horrifying right now,” Santopietro says. “I see people saying, ‘I have this nice house in Michigan, and if I move to Boston I can afford this tiny condo, why would I do that?’” 

Forty percent of workers noted that the climate or geographic location of a new job might prevent them from going, and 30% cited the political landscape in the new spot. 

“This is something I definitely hear people talking about,” Kiner says. “I’ve known a handful of people who’ve moved from Seattle to Texas. And then they realized that it’s progressive for Texas, but it’s not progressive in the way that Seattle is.” 

Near the bottom of the list but still significant, 27% of workers said they wouldn’t move because it would uproot their spouse or children. 

“One young woman has a growth opportunity with her current company that would require her to relocate, and she has a child in elementary school,” Kiner says. “She told them flat out ‘No.’” 

The Role of Flexible Work

In Monster’s poll, 41% of workers said they’re more willing to relocate due to increased options for remote work, and 44% said a job with a flexible, hybrid schedule would convince them to relocate. Three in 10 said they wouldn’t relocate because they can do their job well from any location. 

“One of the reasons not to relocate is, ‘Why do I have to?’” Santopietro says. 

If remote or flexible work is an option for your firm, this is something to consider. Hiring for a remote position means you can hire anyone who lives anywhere, which vastly expands your candidate pool. And flexible work, particularly post-pandemic, keeps companies competitive for talent. 

“Everything has to be flexible,” MacLeod says. “I have to be able to do it from home. I have to be able to come in when I feel like it. That’s just become a thing now.” 

Hone Your Recruitment Strategy

In an uncertain market, your recruiting plan is crucial. Weigh approaches — should you actively engage talent or scale back? — with Monster’s Confident or Cautious recruitment strategy guide. You’ll get a sense of how organizations are approaching the issue from both sides, how recruiters are addressing the skills gap, and how you can combine tactics to reach your goals. 

Monster Poll: Micromanagement is the Biggest Workplace ‘Red Flag’

In the workplace, “red flag” actions or behaviors create negative or anxious feelings for employees. Nearly three-quarters of workers consider micromanagement the biggest workplace red flag, according to a new Monster poll.  

“Micromanagement is awful,” says Mikaela Kiner, founder and CEO at HR consulting firm Reverb. “It’s annoying and disempowering at the same time.” 

Creating mechanisms to delegate and track work can help higher-ups avoid micromanaging, Kiner says. If you’re assigning projects without a standard way to follow their progress, it’s going to lead you to lean over your workers’ shoulders. 

“Micromanagement comes from disorganization,” she says. “Building those skills for managers — to delegate but also check in and monitor progress in an appropriate way — can really decrease micromanagement.”

Other Red Flags in the Workplace

Although 73% of workers consider micromanagement the biggest transgression, 72% named favoritism from a manager as a red flag. 

“We’re human — you like some people, you don’t like some people,” says Laura MacLeod, an HR expert and consultant with From the Inside Out Project, an employee-morale company. “But as a manager, it’s got to be fair.” 

One suggestion: use objective checklists to make workforce decisions. Who’s available, who has the skills, who needs a new project and who needs the stretch skills? “Just slow down and have some kind of objective criteria — like you would if you were assigning a rating or a promotion,” Kiner says. 

Other sticking points for workers include the following:

  • Meetings that could have been an email (59%)
  • Non-flexible 9-to-5 working hours (51%)
  • Weekly progress or “status” meetings (31%)
  • Team bonding exercises (29%)
  • Team happy hours or out-of-office events (27%)

In terms of team bonding and other events, experts recommend giving people opportunities but not forcing the issue. “I was talking to an employer last week who said, ‘We’re making our Christmas party mandatory,’” says Jill Sanpietro, a human resources consultant at 21Oak HR Consulting. “I said, ‘Don’t do that, it’s so weird.’ Encourage it, set aside funds for things people can do outside of work, but don’t make them.” 

Pain Points in the Application Process

About two-thirds of workers consider jobs that require more than three rounds of interviews the biggest red flag in the interview process. 

“I should be able to pick up within 30 seconds, literally, whether you’re even in the running,” MacLeod says. “If you’re not in the running, I can wrap it up after that first interview. If you’re in the running, then I want you to talk to your direct supervisor. But you don’t have to talk to the CEO.” 

Another 53% say a mandatory assignment during the interview process would prevent them from applying. “It’s unfair to ask people to do unpaid work,” Kiner says. “Can that person submit existing work, or can you compensate them for their time?” 

Four in 10 job hunters say an undisclosed salary range in a job description would prevent them from even applying. This keeps workers from getting too far down the job interview road before realizing the salary is too low for them. 

“Money is money,” MacLeod says. “I don’t have the time and energy for this if it’s way below what I’m expecting.” 

Worker Culture Concerns

Monster’s poll also identified “beige flags” — practices that workers feel neutral about, but that still gives them pause. A third of workers feel that over-participation in office group chats is the most significant workplace beige flag. Another 1 in 5 feels that using NSFW language at work is a beige flag, while 11% consider making excessive reference to children or weekend plans the most notable beige flag. 

The biggest green flag? More than half (51%) of workers say flexible remote work policies are a green flag, or positive offering in the workplace. Also on the list: “Summer Fridays” (17%).

“Now that flexibility has been introduced to people, that’s something that’s very hard to peel back,” Kiner says. “Employers who could enable and allow flexibility but are choosing not to — I think they’re missing out, and in the long term, people are going to continue looking for those benefits.” 

Craft Your Workplace Culture

From embracing authenticity to promoting camaraderie, learn how to develop and promote your brand with Monster’s Employer Branding Guide. Explore the elements of employer brand, the relationship between employer brand and corporate brand, and how the pandemic has changed the employer branding landscape.

Managing Work-Life Balance During the Holiday Season

From Thanksgiving to New Year’s, the holidays are a busy time of year not just at work, but in your employees’ personal lives, too. From shopping, baking, parties, and yes, even moving the Elf on the Shelf every night, to meeting tight deadlines and hitting year-end goals, this time of year can be so chaotic that it can affect the mental health and work-life balance of your workforce. In fact, a Monster poll found that 61% of workers are negatively impacted during the holiday season: 44% feel more stressed than usual and 17% report a decline in their overall well-being.

“Employees commonly endure multifaceted stress throughout the holidays,” says Derek Bruce, operations director at First Aid at Work Course. “Personal obligations compete for attention with work-related tasks and deadlines. This innate drive to excel in both areas — personal life and career — often elevates stress, impacting mental well-being and distributing the delicate balance between professional responsibilities and private life. Forging a positive work atmosphere with activities aimed at building teams, recognizing diligent efforts, and offering stress management resources leads, to what is called a harmonious and balanced workplace — a boon not only during the festive period but extending beyond it as well.”

To help alleviate end-of-year stress, here are a few ways you can help manage your team’s work-life balance during the busy holiday season.

Offer Flexible Schedules

Although most workers typically receive 1-5 days off during the holiday season, that still may not leave them enough time to accomplish everything they need to do. This is evident in Monster’s latest poll findings where 22% of workers said they try to take as much time off work as possible during the holiday season in order to better balance family time, celebrations, and work.

Allowing employees to work from home or offering flexible schedules can take a huge weight off their shoulders during this hectic time of year. Erik Pham, CEO and co-founder of Health Canal, says, “Fostering a supportive and flexible work environment is essential for helping employees strike a balance between work and personal commitments during the holiday season.”

At Goodwin Recruiting, for instance, Marketing Director Jenny Battershell benefits from having the ability to work from home. She says, “This gives us the flexibility to adjust our schedules, if ever needed. If there’s a holiday event at my kid’s school, for example, I can schedule an hour to pop out and adjust my other workdays accordingly.”

Encourage Employees to Fully Unplug

Between looming deadlines and year-end targets to hit, it can be difficult for employees not to check into work on their days off or even use their time off to catch up on work. According to Monster poll respondents, nearly two-thirds (65%) of workers admit that they work on their days off, while 35% say they continue to check their work email, even when their company is closed.

“The unplugging from the office has to be a company-wide effort,” says Verity Gough, communications manager at MyStaffShop. “While bosses can’t police compulsive email checkers, they can create a culture that reminds employees that holidays and days off are for taking time away from work.” Gough recommends conducting round-up meetings to check that employees have completed tasks before heading out for the holidays. She says managers should also lead by example by refraining from any language or behavior that makes staff feel like they need to remain on call during the holiday period.

At Health Canal, Pham shared one of the tactics his company employs to help employees close out the year with ease. “To mitigate end-of-year stress, we incentivize our staff to complete their tasks before the holidays,” he says. “By offering rewards or recognition for early completion, we ensure that the workload is manageable, and our employees can truly unwind during their time off.”

Some businesses, however, may need to stay open during the holidays or complete time-sensitive projects. In these types of situations, Gough recommends having a roster for emergency situations so employees know when they are going to be needed and can plan accordingly. For those running a skeleton team, Gough says employers can ask their workforce in advance for volunteers to cover shifts to allow those who don’t celebrate, want time away from home stresses, or need the overtime hours, to put themselves forward.

Provide Outlets for Workers to Destress

In addition to taking time off work, Monster’s poll identified other ways employees are able to cope with holiday stress. These include:

  • Attending celebrations with family and friends (37%)
  • Carving out time to decompress alone (27%)
  • Finding time to destress through exercise (21%)

“Employers, recognizing that a significant 21% of employees regard exercise as an essential stress reliever during the busy holiday season, can adopt proactive measures to bolster their workers’ fitness aspirations,” Bruce says. “They might implement wellness programs, provide gym memberships, or organize team-building exercise — actions which lay the groundwork for cultivating a healthier and more stress-resilient workforce.”

Throwing a holiday party (whether in-person or remote) can be another way you can boost morale, promote inclusion, and bring a sense of lightheartedness to the workday. These events can be a great way for employees to take their mind off their day-to-day obligations and enjoy a bit of fun with their colleagues.

Lastly, encourage personal downtime to help support well-being, creativity, and productivity, and prevent employee burnout. Consider scheduling no-contact hours or meeting-free days during the busy holiday season and beyond, which would prohibit associates from scheduling meetings or messaging each other during these periods.

Remember to Promote Work-Life Balance in Your Employer Branding

How employers treat their employees at the end of the year can have a big impact on next year’s success. Creating a healthy work-life balance can help retain top talent, while also being a big driver of talent for organizations looking to hire in the new year. From social media and networking platforms to your own career site and job listings, it’s never been more essential to convey practices like these in your employer branding. To learn more, download Monster’s Employer Branding Guide today.

6 ways to support your working parent employees

Working parents are still struggling post-pandemic. According to Pew Research, about half of them said the pandemic has made it harder to manage childcare responsibilities. Working mothers in particular, reported experiencing professional hurdles such as feeling like they couldn’t give 100% at work or needing to reduce their work hours due to parenting responsibilities.

Even as the country has returned to pre-COVID protocols, working parents and employees with family responsibilities are still dealing with COVID complications, such as long absences from work and school when someone in the family gets COVID. This is in addition to everything else that parents and caregivers are juggling.

If you’re looking for ways to retain and support your talented parent and caregiver employees, here are some benefits you might consider:

Flexibility

It can’t be stated enough: flexibility is crucial for anyone managing responsibilities outside of work, whether that’s children, aging parents, or even a pet. Unless you’re a business that requires dealing with customers or on-site work, giving employees the freedom to complete their work on a schedule that works for them is a key benefit.

“Offering things like flexible hours, telecommuting, and condensed work weeks can make a big difference,” says Linda Shaffer, chief people and operations officer at Checkr, an HR technology platform. “At Checkr, we offer flexible start and end times, allowing people to work around their children’s schedules. We also have a remote work policy, which allows parents to work from home when needed.”

A Remote Work Stipend

A stipend that allows your workers to purchase supplies that make it easier for them to work remotely can increase their efficiency at home and make things easier. For instance, a parent working from home could benefit from things like a divider, noise-canceling headphones, a good microphone, or even a seat cushion that makes their chair more comfortable.

“I love when I see companies saying, ‘Find a quiet place in your home to work,’” says Jill Santopietro Panall, a human resources consultant at 21Oak HR Consulting. “If you have three or four children, that’s not a thing. What does that person need?”

Flexible Sick Time or COVID Days

COVID-19 hasn’t gone away completely and may have a resurgence. With COVID absences requiring at least five days at home, workers can go through their sick days in record time. For instance, an employee may have to leave work just to pick up a child from school who’s tested positive for COVID.

“In some cases, companies are adding a little time that’s only for COVID,” Panall says. “It’s not extra time — it’s so they’re not getting killed on using their sick time when COVID keeps popping back up.”

A Working Parents ERG

Employee resource groups help different sets of people at a company feel connected and can strengthen employee engagement. An ERG for working parents can go a long way toward creating a supportive culture at your company. Monster, for instance, recently introduced a Parents and Caregivers ERG.

“Providing a safe space where employees can be their authentic selves and discuss how to better support and educate their workplace is highly effective,” says Adam Selita, CEO and cofounder of The Debt Relief Company. “ERGs have also been proven to help improve workplace satisfaction, as well as improve workplace conditions for employees who might feel marginalized.”

Child Care Support

Child care is a challenge for many working parents. Still, as recently as January 2020, only 6% of firms offered any child care benefits, according to a survey by B2B ratings platform Clutch. There are various ways to do this, including offering child care subsidies, backup child care assistance, or flexible child care spending accounts.

“Daycare is a big issue,” says Matthew Burr, a human resources consultant in Elmira, N.Y. “Is there an option to put a daycare center in your organization? As a perk or incentive? All those things are opportunities.”

Money Toward Education

If you have the means, offering benefits that can be used to pay for education can go a long way. According to data from Willis Towers Watson, an increasing number of companies are considering offering benefits like tuition reimbursement, student loan refinancing or 529 contributions this year or next.

“I just reviewed an offer letter from a friend who’s going to a company that had monthly deposits you can use toward your own student loans or your college student’s tuition,” Panall says. “That really says, ‘We’re digging deep.’ That’s for companies with bigger, deeper pockets, but that’s such a hot topic right now.”

Showing You Value Your Parent and Caregiver Employees

The more you can show that you value your parent and caregiver employees, the better your chances of hiring and retaining great talent. “I think there’s been an evolution, and people’s expectations and demands are going to change,” Burr says. “If you’re not offering me what I need, I’m going to get on the Internet and find something different.”