# The future of working from home – and other benefits that candidates want Author: Pal Sinha, Barnali Author URL: https://financedigest.com/author/pal-sinha-barnali Published: 2021-08-13 Category: BUSINESS Category URL: https://financedigest.com/category/business Meta Title: Why Flexible Working Policies Matter for Candidates & Meta Description: Attract top talent by offering flexible working arrangements - candidates value work-life balance and wellbeing. Showcase your company culture with a robust URL: https://financedigest.com/the-future-of-working-from-home-and-other-benefits-that-candidates-wanthtml ![undefined](https://prod.superblogcdn.com/site_cuid_cm5qst7v3003gwirgwqtxn8i8/images/graphicstock-man-sitting-at-the-kitchen-table-working-from-home-on-laptopbuhruvhmb1-1736838018916-compressed.jpg) _By **Kelley Morse**, VP, Talent & Business Partnering, Bullhorn_ The coronavirus pandemic has proven that working in an office isn’t necessary for businesses to succeed. As former office workers have discovered, working from home provides greater freedom and flexibility in a variety of ways, making it easier to balance work with life. Candidates, now accustomed to [working remotely](https://www.financedigest.com/7-tips-for-building-a-positive-remote-work-culture.html "7 tips for building a positive remote work culture"), are searching for jobs with generous working from home policies. Businesses that offer [flexible working](https://www.financedigest.com/the-flexible-working-revolution-is-here-so-why-arent-you-tracking-expenses-on-the-go.html "‘The flexible working revolution is here – so why aren’t you tracking expenses on the go?’") arrangements will have their pick of candidates, while those that are more old-fashioned risk turning prospects away. However, the pandemic isn’t over yet, and there is trepidation among decision-makers as we ease cautiously into a “new normal.” Many are still determining the ideal [working from home policy for their business](https://www.financedigest.com/despite-return-to-work-virtual-meetings-will-continue-to-disrupt-business-as-usual-in-finance.html "Despite Return to Work, Virtual Meetings Will Continue to Disrupt Business as Usual in Finance"). **Do candidates make decisions based on [remote work](https://www.financedigest.com/shoring-up-cyber-defences-in-the-remote-working-era.html "Shoring up cyber defences in the remote working era") policies?** Working from home is a benefit, and while it may not make or [break a candidate’s decision to work for a specific business](https://www.financedigest.com/breaking-down-the-barriers-of-ar-automation-to-help-businesses-save-money.html "Breaking down the barriers of AR automation to help businesses save money "), it does factor into the equation. For one, remote work policies act as a differentiator: between two otherwise equal companies, candidates tend to prefer the one that [offers more ways of working](https://www.financedigest.com/spain-offers-to-pay-companies-testing-a-4-day-work-week.html "Spain offers to pay companies testing a 4-day work week"). Surveys (under non-pandemic conditions) have shown that people place a high value on non-monetary benefits, such as [flexible working](https://www.financedigest.com/managing-flexible-working-on-a-global-scale.html "Managing flexible working on a global scale"), that affect their quality of life. Some [data even suggest that these benefits](https://www.financedigest.com/the-benefits-of-big-data-how-to-convince-your-cfo.html "THE BENEFITS OF BIG DATA – HOW TO CONVINCE YOUR CFO") may be more of a factor than salary. Fundamentally, the [benefits that employees](https://www.financedigest.com/employee-benefits-fit-for-the-workplace-of-the-future.html "Employee benefits fit for the workplace of the future") care most about are those that affect their wellbeing. A reasonable attitude toward working from home – as opposed to an iron-fisted [demand that all workers](https://www.financedigest.com/apples-australian-workers-go-on-christmas-strike-demanding-better-wages-work-terms.html "Apple’s Australian workers go on Christmas strike demanding better wages, work terms") are in the office every day of the week – is indicative to candidates that the business has a healthy and understanding culture. **Advertising a** [company’s culture](https://www.financedigest.com/improving-company-culture-through-technology.html "Improving Company Culture Through Technology") It can be [challenging to convey a business’s culture to a prospective employee](https://www.financedigest.com/how-to-deal-with-challenging-employees.html "How to Deal With Challenging Employees?"). Still, besides witnessing happy workers going about their day, few things are as [impactful as the company](https://www.financedigest.com/the-severe-impact-of-downtime-on-companies-bottom-lines.html "The severe impact of downtime on companies’ bottom lines") policies. They reflect the company’s [values and offer](https://www.financedigest.com/accountants-can-add-even-value-offering-clients-new-breakeven-cis-calculators-downloadable-app.html "Accountants Can Add Even More Value by Offering Clients New Breakeven and CIS Calculators from Their Own Downloadable App") prospective hires a window into what life may be like if they take the job. Flexibility and respect for work-life balance are desirable traits in an employer, and a robust [working from home](https://www.financedigest.com/working-from-home-everyone-is-different.html "Working from home, everyone is different.") policy is one way of signalling those aspects to prospective employees. Similarly, businesses should feel proud of the steps they took to [support their employees](https://www.financedigest.com/how-to-support-employees-amid-financial-strains.html "How to support employees amid financial strains") during the pandemic. They can share these with prospects as another way of demonstrating their culture. Promotional materials for a job should, of course, mention the expectations and responsibilities, but they should also include a brief explanation of the remote policy. Rather than simply [saying that the role is “remote-friendly,” businesses should spend a few words to explain](https://www.financedigest.com/saipem-shares-drop-group-says-cannot-explain-why.html "Saipem shares drop, group says cannot explain why") the rationale for why the position is remote or office-based and, in the case of hybrid working, provide some expectation of the balance between the two. [**Employees want benefits that support their wellbeing**](https://www.financedigest.com/how-to-manage-burnout-and-how-leaders-should-support-employee-wellbeing-tom-keya.html "How to manage burnout and how leaders should support employee wellbeing | Tom Keya") Every business has a unique culture and set of employee requirements, so there’s no such [thing as a one-size-fits-all home](https://www.financedigest.com/home-equity-made-simple-things-to-know-before-applying-for-loans.html "Home Equity Made Simple – Things to Know Before Applying for Loans") working policy. However, every business should be guided by the principles of respecting employees’ time, maximising flexibility and differentiating effective [work from hours](https://www.financedigest.com/low-use-of-shortened-work-hours-points-to-mild-german-recession-ifo.html "Low use of shortened work hours points to mild German recession – Ifo") at a desk. The [pandemic has taken a toll on our collective mental health](https://www.financedigest.com/explainer-how-the-world-health-organization-might-fight-future-pandemics.html "Explainer-How the World Health Organization might fight future pandemics"), and staff are now keen for their employers to show an awareness of their wellbeing. Perks like counselling and measures like mental health days are increasingly in demand, alongside a preference for [working from home some of the time](https://www.financedigest.com/time-management-strategies-that-work.html "Time management strategies that work"). More than the “free fizzy drinks” or “bean bag chairs in the office” perks that were popular in the 2000s and 2010s, [employees now want benefits that support](https://www.financedigest.com/supporting-your-employees-mental-health-wfh.html "Supporting Your Employees Mental Health WFH") their wellbeing. The pandemic has reminded all of us of what is most important. Employees are now more likely to seek subsidised gym memberships, robust [mental health policies and cycle-to-work schemes than flashy but ultimately meaningless perks like snacks in the break](https://www.financedigest.com/breaking-the-stigma-men-and-mental-health-in-the-world-of-investments.html "Breaking the Stigma: Men and Mental Health in the World of Investments") room. **Candidates are clear on what they want – [businesses need](https://www.financedigest.com/what-is-premises-liability-coverage-and-why-does-your-business-need-it.html "What is Premises Liability Coverage … and Why Does Your Business Need It?") to listen** The [way we work](https://www.financedigest.com/five-ways-to-keep-your-head-above-water-while-working-from-home.html "Five ways to keep your head above water while working from home") is changing, and the way we recruit talent needs to change with it. Prospective [employees want to work](https://www.financedigest.com/how-to-protect-your-employees-mental-health-while-remote-working.html "How to protect your employees’ mental health while remote working") for a company that appreciates the work they put in and respects their boundaries. Especially following the experiences of the Covid pandemic, “work-life balance” isn’t just a buzzword; it needs to be at the front of mind as [businesses create](https://www.financedigest.com/how-to-create-financial-goals-for-your-business-in-2021.html "How To Create Financial Goals For Your Business In 2021") their post-pandemic policies. Only then will they have the best choice of candidates. --- This blog is powered by Superblog. Visit https://superblog.ai to know more. ---