平衡的艺术：工作弹性可对候选人起决定作用（英文版）_20页-4mb

Work, for Me: Summary

Core Content

This document presents findings from the Global Candidate Preferences Survey, conducted by ManpowerGroup Solutions, which analyzed the importance of schedule flexibility in the job search process among 14,000 currently employed individuals aged 18–65 in 19 influential employment countries. It highlights the growing demand for flexible work arrangements and offers insights into how employers can adapt their policies to meet these needs.

Main Points

Schedule Flexibility as a Career Decision Factor

• Schedule flexibility is now a top-three motivator for career decisions in many countries.
• In just one year, the percentage of candidates prioritizing schedule flexibility increased by 20–30% in several countries, including China, the United States, and Australia.
• Candidates across all age groups and genders are seeking flexibility, though females still report slightly higher interest in schedule flexibility compared to males, with exceptions like Poland.

Types of Flexible Work Arrangements

• Eight types of flexible work arrangements were identified, including:
  • Flexible arrival and departure times
  • Full-time work from home/location independence
  • Choice and control in work shifts
  • Part-time work from home
  • Compressed shifts/work week
  • Sabbaticals or career breaks
  • Caregiving leave
  • Unlimited paid time off
• Flexible arrival and departure times and full-time work from home are the most desired options globally.

Flexibility Preferences by Country

• India: 35% of candidates want location independence.
• United States: Greatest demand for unlimited paid time off.
• China: 3x more likely to want sabbaticals or career breaks.
• Japan: 28% want choice of work shift.
• Netherlands: 20% prefer part-time work.
• Brazil: 52% of candidates prefer part-time work.

Industry Influence on Flexibility Preferences

• Flexibility preferences vary by industry. For example:
  • IT and financial services professionals (desk jobs) are more likely to prefer full-time work from home.
  • Healthcare and retail workers are more likely to prefer compressed shifts or flexible shift timing.
• The gig economy and project-based work models are becoming increasingly popular, especially among younger generations.

Flexibility and Work-Life Balance

• Candidates are seeking work-life balance through flexible arrangements.
• Millennials, who are digital natives, are less tied to physical workplaces and value the decoupling of work and location.
• Older workers, such as Baby Boomers, also seek flexibility to manage part-time work or seasonal employment.

Flexibility Stigma

• Some companies still emphasize presenteeism, leading to a flexibility stigma.
• There is a misconception in some regions (e.g., Brazil) that working from home equates to being on vacation.
• Employers must redefine success based on performance and outcomes, not just presence.

Key Considerations for Employers

Strategies to Meet Candidate Preferences

1. Align incentives with outcomes: Shift from rewarding presence to rewarding results.
2. Normalize flexibility policies: Use internal campaigns to reduce stigma and promote remote work.
3. Take baby steps: Introduce small changes like flexible hours or remote days to ease transition.
4. Leverage technology: Implement tools for time tracking, communication, and project management.
5. Consider collaborative hiring: Work with other companies to share talent pools and reduce hiring risks.
6. Explore new talent pools: Flexible work can attract students, retirees, and people with disabilities, enhancing diversity and inclusion.

Global Trends and Challenges

• Multinational companies and the rise of technology have shifted the paradigm toward flexible work.
• Long commutes and economic instability in some regions drive the need for flexibility.
• Cultural and societal expectations influence what types of flexibility are most valued.

Conclusion

Schedule flexibility is no longer a niche benefit but a global expectation for candidates. Employers who fail to adapt risk losing out on top talent. The report emphasizes the need for a results-oriented approach, cultural change, and technology integration to create effective and inclusive flexible work environments.

More About the Respondents

• The survey included 13,961 respondents from 19 countries.
• Respondents were working professionals, not retirees or homemakers.
• They represented a diverse range of age, income, employment status, and industry backgrounds.