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Strategies for Recruiters to Advocate for Flexible Work Policies


The significance of flexible work as an employee value proposition (EVP) has increased by 10% among all job seekers and 14% among Gen Z job seekers from 2021 to 2023. Employers offering remote work options stand out from competitors as they are 16% more likely to have candidates accept InMails and 29% more likely to receive applications from candidates who viewed their jobs, according to LinkedIn research.

Allowing employees to work from home eliminates geographic boundaries in talent search and enhances diversity recruitment. Remote work options attract women and individuals from historically marginalized groups as it allows them to avoid workplace microaggressions. Utilizing tools like LinkedIn Talent Insights can help identify candidate demographics and expand the talent pool.

Gather data and anecdotes to create a narrative that emphasizes the importance of flexible work options to the C-suite. Highlight the impact of limiting remote work options on candidate interest and include human stories demonstrating positive outcomes from offering remote work.

Listen to concerns from company leaders about remote work and suggest solutions to address collaboration, mentoring, and company culture. Explore options like travel stipends or offsite meetings to support remote workers. In cases where onsite work is preferred, propose establishing satellite locations in regions with diverse talent pools.

Convincing the C-suite of the benefits of flexibility may face resistance, but tangible successes can showcase the value talent professionals bring to shaping strategic directions and improving employee lives. By influencing decisions at the highest levels, talent professionals play a key role in shaping the future of the company.


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