What does smartworking mean to recruiters?
Among all participating recruiters in the 2015 Adecco Work Trends Study, 45% said they have never heard of smartworking. Especially in Central European (52% of recruiters) and Eastern European Countries (54% of recruiters) were not familiar with the idea of smartworking.
The highest level of awareness is found in Asian countries with 32% recruiters showing familiarity with the concept.
So how can we define smartworking then? When recruiters were asked which aspects they attribute to smartworking, we see the following picture:
- Flexibility of working time (36%)
- Flexibility of workplace (33%)
- Focus on deliverables (21%)
- Bring your own device policy (12%)
Overall, recruiters are familiar with the elements of smartworking, but the terminology itself is not so widespread as we had originally assumed.
Which departments would benefit the most from smartworking?
Recruiters feel that smartworking is more suited to middle (49%) and senior managers (46%) compared to non-managerial
roles (27%) and for permanent positions (35%) as opposed to temporary (25%) or part-time (23%) roles.
Departments that they feel would benefit most from smartworking are marketing (24%), sales (22%), IT (21%), HR (20%), and corporate communication & PR (19%). Those believed to be the least suitable are production (6%) and logistics (7%). It is interesting to see that these are the same positions that they feel are most suited to social recruiting.
The three main categories for which smartworking is considered to be particularly suitable are qualified workers who live very far from their workplace (53%, while disabled workers is at 40%), workers with childcare responsibilities (50%, while workers with elderly care responsibility falls to 41%) and women (48%, while men figure at 37%).
In the survey recruiters were asked on their opinion and experience of smartworking activities for prospective candidates and not of their own work environment.
What are the barriers to smartworking?
Recruiters are aware of the different factors that prevent the implementation of smartworking solutions: corporate
structure and organisation (25%), the lack of training in virtual management (21%), followed by a lack of skills on new technologies (17%) and the performance assessment management system (16%), while the availability of suitable work spaces is considered hardly relevant (9%).
What are the disadvantages of smartworking?
Recruiters see different disadvantages for smartworking solutions than job seekers. The ones most mentioned by recruiters
were strongly related to social aspects of the work environment: perception of isolation, reduction of interaction with colleagues and difficulty in sharing the corporate culture. In particular, recruiters seem to under-estimate the difficulties in reconciling professional and personal life through smartworking solutions, maybe because they consider smartworking solutions to be better integrated in a corporate office than in the home environment.
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