Manpower-平衡的艺术：工作弹性可对候选人起决定作用（英文版）-2017-20页-3mb

Summary of "Work, for Me"

Core Content

This document presents findings from the Global Candidate Preferences Survey, which gathered insights from 14,000 individuals aged 18-65 in 19 influential employment countries. It explores how schedule flexibility has become a critical factor in career decision-making for candidates globally and how employers can adapt to these changing preferences.

Main Points

• Schedule flexibility is now a top-three career decision factor for nearly 40% of global candidates.

• The importance of flexibility has increased by 20-30% in some countries within a year.

• Workplace flexibility includes a range of options such as:

  • Flexible arrival and departure times
  • Full-time work from home
  • Choice and control in work shifts
  • Part-time work from home
  • Compressed shifts
  • Sabbaticals or career breaks
  • Caregiving leave
  • Unlimited paid time off

• Preferences vary by country:

  • India: 35% prefer location independence
  • United States: Greatest demand for unlimited paid time off
  • China: 3x more likely to want sabbaticals or career breaks
  • Japan: 28% prefer choice of work shift
  • Netherlands: 20% prefer part-time work

• Flexibility is not limited to one gender:

  • Men are also showing increased interest in schedule flexibility, especially in countries like Australia, Mexico, the United Kingdom, and the United States.
  • In Poland, men are more likely to value schedule flexibility than women.

• Millennials:

  • View schedule flexibility as essential due to their technology-driven expectations.
  • 84% of global Millennials foresee significant breaks in their careers, moving away from traditional career ladders.

• Industry Differences:

  • Certain industries have different preferences for flexible work arrangements.
  • For example, IT and financial services professionals often prefer full-time remote work, while healthcare and retail workers may favor compressed shifts or shift choice.

• Full-Time Workers Want Flexibility Too:

  • 54% of those who prioritize flexibility currently prefer full-time work arrangements.
  • Flexibility is not just for part-time or contract workers; it's also a key need for full-time employees to balance work and personal life.

• Gig Economy:

  • 36% of respondents prefer non-full-time work models.
  • Flexible work arrangements can help organizations become more agile and responsive to market changes.

Key Considerations for Employers

1. Align incentives with outcomes:

   • Focus on performance and results rather than hours spent in the office.
   • Use goal-setting and deadlines to ensure productivity.

2. Normalize flexibility policies:

   • Change company culture to accept remote and flexible work.
   • Use internal campaigns and examples to reduce flexibility stigma.

3. Take baby steps:

   • Transition gradually from traditional to flexible models.
   • Consider shifting to a 10 a.m. to 7 p.m. schedule or flex days.

4. Leverage technology:

   • Use tools for time tracking, workflow management, and communication.
   • Platforms like WorkMyWay.com help connect candidates with flexible work opportunities.

5. Consider collaborative hiring:

   • Share talent pools to reduce costs and increase agility.
   • This is particularly useful for seasonal or retail hiring.

6. Explore new talent pools:

   • Flexible work can attract students, retirees, and people with disabilities.
   • It also helps in enhancing diversity and expanding the candidate base.

Conclusion

• Schedule flexibility is not a passing trend but a growing necessity in talent management.
• Employers must adapt to these preferences to attract and retain top talent.
• Flexibility is gender-neutral and increasingly valued across all career levels and industries.

Respondents Overview

• Total respondents: 13,961
• Age range: 18-65
• Employment status: Currently in the workforce (not retired or homemakers)
• Countries represented: Argentina, Australia, Brazil, China, Colombia, Costa Rica, Germany, India, Japan, Mexico, Netherlands, Norway, Panama, Peru, Poland, Spain, Sweden, United Kingdom, United States

This report highlights the need for employers to rethink traditional work models and embrace flexibility as a core part of their talent strategy.