FUTURE OF WORK
Sponsors of the Future Workspace panel discussion Talk to us about the future of your office T: 07807 747 455 I E: mstokes@hcrlaw.com
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whether online or face to face is better but what businesses need to focus on is impact and the needs of the learner. We all have different learning styles, so it is about delivering what is best of the end user. "On the proliferation of remote training due to the pandemic, one issue it has raised is digital poverty and everybody being able to access the internet and the technology they need. But on the flipside, it has also increased accessibility for those that are more comfortable at home or have a disability; or need to train at home due to other commitments. "Finally, whether it is remote or in person, the worse type of training is mandatory training that you do every year and it never changes and it just ticks a box." HAVE WE OPENED THE TALENT POOL? To conclude the debate around productivity and where people work, we looked at recruitment and whether the move to homeworking had made it more difficult to recruit the skills businesses need or whether it had opened new possibilities?
solicitor in your bedroom or study is now possible but there is a downside in that you may not meet your team face to face as quickly. "The pandemic has made us really look at how we recruit and who is in our talent pool, but I do have a concern that some employers may still be in an emergency mindset and not looking at the wider pool of talent and recruiting more local because they feel they need somebody they can trust and know if they will be working from home, but this can restrict outlook and mean they miss out on talent." Steve Preston, who is the founder and Managing Director of Heat Recruitment, also feels there have been some benefits found from this new approach to working.
▲ Michael Stokes Harrison Clark Rickerbys
Michael Stoke is Head of Employment at Harrison Clark Rickerbys and says that he has found some positives. He explains: "When recruiting, one aspect that is much easier is that you can recruit from a much wider talent pool and you don’t have to be tied to one particular office or geographic location. Being a
He says: "This has been one of the biggest shifts we’ve ever seen in the recruitment sector. Video calls have been around for a while, but it is now mainstream and what this means for recruitment is that, ideally, you would want to look somebody in the eye but talking to them via Zoom isn’t much different – as you can still have a conversation and get to know them. "It’s the probationary period and the early days they spend in your business that will
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determine whether they’re the right person or not – and that’s not a new challenge in recruitment. You can also see more candidates now in a day and we are seeing that the 50/50 candidates are getting more of a chance because it is easier to book in a second or third interview. The talent pool has definitely widened too, and the network is now global, and this can only be a good thing." Mike Beesley is a veteran of the recruitment world and an entrepreneur that has started several businesses in the space. His take is more pragmatic about the benefit that virtual can bring. He says: "People are now hiring but the problem you have is that it is all done remotely, and recruitment processes are being extended because of this. I feel you are missing that physical human interaction and chemistry which is something you get by being in a room with somebody. "I also feel it is an issue that people are starting work having never physically met their team members. You also have to note that not everybody has the privilege of having a garden and a nice house and the office can play an important role for them."
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