In case you were not already aware

As we move into the final stretch of Q1, I find that I am having similar conversations with clients, candidates, former colleagues and friends that are industry-adjacent...thought I would share some highlights (and some observations) on things that need to be considered as we move forward with "new normal":

***One of the top of mind questions that candidates have is...

"is there flexibility in terms of working remotely" (for example a company that requires 3x/wk in office-would they be open to 2x/wk?).

The quick answer is almost always "no".

While I can understand if 100% of an office is off Monday's and Friday's-that's a nice predictable way to schedule best use of time, meetings, etc....However, if it is an arbitrary 3x in, this usually means part of team or necessary business partners are working remotely- which requires a .....wait for it......Zoom meeting!

While I agree with the merits of in-person interactions, in order to maximize those benefits, the approach needs to be sensible and more about end result and less about making a statement- Fair to say that everyone respects a sensible approach.

*** Note to hiring managers... If you're not paying top of scale...or...even in-line, don't think that the draw is going to be "the brand" or you as a leader....the remote oppty and the salary question come up long before the "tell me about the leadership" ...which unfortunately is rarely asked

***Conversely, note to candidates....you should not be so short sighted!

Working for the right leader- someone who values you, where you can make an impact...being part of a stable (or growth brand) is almost always worth more than the salary differential. You want to be in a place where you do not experience any angst on Sunday evening (even better if Monday the office is closed as everyone is working remotely Mondays and Fridays....see what I did there!)

*** Still too many "sacred cows" (anyone who worked at Gap Inc in early 90's will appreciate that reference)

opinion....choose to take or leave-

Hiring Managers...when find a candidate that checks your boxes, whom you like....get them moving in process. While there may be a plethora of candidates available, there is a small cross-section of the "right ones for you" Often times the small cross-section of right for you are also "right for others"....so pool may not be as large as you expect- don't risk losing...always about the quality.

Being quick and decisive not only shows some candidate love, it is a window into their potential upcoming experience of how company operates-that makes for a compelling case when choosing between two offers

Candidates....when you are shown the love and leadership is excited by your potentially joining their team... and you are in sync with brand values -run don't walk to agree to offer terms! ...it's ok to ask if offer is ceiling (but don't be unrealistic with expectation)...and please don't negotiate after verbally agreeing to offer-that becomes a rightful concern for hiring managers

***The past few years have been interesting to say the least.

Titles and tenure (in print) no longer tell enough of a story (actually, in my opinion, they never really did)....therefore, it is not prudent to make decisions before fully understanding not only prior experience, but innate capabilities...there are too many examples of people excelling in areas that they were not "classically groomed" for when given the opportunity....especially now when there is absolutely no blueprint for this changing landscape....who has yet to master our new world for any significant period of time?

Terms like "Shift Shock, Rage Applying, Acting your Wage, Quiet Quitting" are now (sadly) part of the buzz phrase workforce vernacular...and although I despise a good, overused buzz phrase...makes me want to "pivot" back to "thinking outside the box" on all the "low hanging fruit" we had pre 2020!