Finding the Balance – Remote Work Tug of War
The Challenge of Finding the Balance The world of work has undergone a seismic shift, and at the heart of...
Finding the Balance – Remote Work Tug of War
Date Posted: Tue Jul 2025
The Challenge of Finding the Balance
The world of work has undergone a seismic shift, and at the heart of it lies a dynamic tension and finding the balance. On one side, candidates are increasingly prioritising flexibility and work-life balance. On the other, businesses are striving to meet strategic objectives like productivity, collaboration, and maintaining strong company culture. Specialising in recruitment for the Commercial and Contact Centre sectors, I see this challenge play out all the time. It’s not about choosing a side, it’s about outlining the company’s goals and figuring out what work model fits their individual business needs best, whether remote, in-office, or finding a hybrid shift pattern that’s perfect for them.Understanding Candidate Expectations
Today’s talent market is increasingly shaped by candidate preferences, and flexibility is a significant driver. Many job seekers prioritise arrangements that support a robust work-life balance. This emphasis on autonomy over work environment can significantly impact job satisfaction and employee retention. For some, reduced commuting time offers more freedom when it comes to maintaining a personal life outside of work, allowing this ability leads to improved well-being and sense of loyalty. The Office of National Statistics (ONS) reported in May 2022 a 47% increase in employee wellbeing from work-from-home employees, as well as a 78% increase in work-life balance, which are both primary reasons for candidates to prefer a work-from-home or hybrid work model. This increased control over time can often lead to healthier routines, contributing to the increase in well-being. Additionally, expanded talent pools are a clear benefit of flexible models, allowing companies to access skilled professionals beyond the geographical constraints of an office-based work model. Beyond personal preference, a work-from-home option also fosters a more inclusive workforce. It significantly benefits skilled professionals with accessibility needs or mobility challenges, who are often more likely to prefer reduced travel for work opportunities. This is another way it opens doors to a wider, more diverse talent pool. However, it is crucial to acknowledge that not all candidates prefer a hybrid or remote role. For many, the traditional office environment offers invaluable benefits, such as the company culture, social interactions, and a clear distinction between work and home life. Some candidates may lack a suitable, quiet workspace at home, leading to increased distractions or discomfort, making the office environment a more productive option. Ultimately, the ideal work arrangement is a matter of personal preference to candidates, and understanding this diverse range of needs is key to successful recruitment.What Clients Want and Need
Organisations, regardless of their preferred work model, are focused on achieving core business objectives. These typically revolve around productivity, effective collaboration, and fostering a strong company culture. For some, in-person interactions are viewed as crucial for sparking creativity and reinforcing team bonding, the increased amount of in-office days required by businesses since Covid is obvious in graphs shown in articles such as CIPD Employers Return to Office Plans. This is to balance candidate’s differing needs, most opting for a happy medium of requiring a minimum of 3 out of 5 days in office when it comes to keeping the hybrid model. Operational requirements can also play a critical role, particularly for roles that necessitate onsite presence, such as certain customer-facing positions or those requiring specialised equipment or secure environments. While some may have initial reservations about remote work, the ONS data cited earlier indicates that reduced overheads and increased productivity were significant factors for businesses that are embracing remote options. Ultimately the focus of the client is finding a work model that best supports their individual strategic goals.Finding the Balance
The key to successful work arrangements lies in a thoughtful and adaptable approach, whether that’s a full in-office setup, a hybrid model, or a fully remote structure. The goal is to avoid extremes that could lead to burnout, disengagement, or inefficiency. Crucial to this success are early, transparent discussions with both current and prospective employees. Understanding the unique needs of individuals and the dynamics of various teams is paramount. Here’s how to approach finding that optimal balance: Customer Models for Roles and Teams: Recognise that one-size-fits-all solutions rarely work. The most effective solutions often involve tailoring work arrangements based on specific roles and team requirements. For instance:- Creative collaboration might thrive in in-person sessions.
- Updates and administrative tasks are often perfectly suited for virtual tools.
- Deep focus work can benefit greatly from a remote, quiet space.
- Stakeholder meetings can be flexibly planned to maximise efficiency for all involved.
The Recruiter’s Role in Balancing Both Sides
Here at JDR, our role is to facilitate successful placements by understanding and aligning the diverse needs of both candidates and clients. We act as strategic partners, ensuring clear communication from the outset. We can assist in navigating the evolving talent landscape, advising on how different work models can attract and retain top talent. This involves showcasing how various arrangements can support employee well-being and overall business success. Similarly, we can guide candidates in understanding the realities of the various work environments and how their preference may align with specific employers. Our aim is to foster a win-win scenario by focusing on how people work best, rather than solely on where they work. The conversation around work models is constantly evolving in the recruitment space, and finding the right balance between employee well-being and business goals is key to sustainable growth. With our experience recruiting across various work models, we’re well-equipped to provide clients with valuable insights into market trends and shifting candidate expectations whenever needed.Ready to explore the best work solutions for your team?
Contact the team or email me at [email protected] or connect with me on LinkedIn.Written By:
Jake Bradley
Senior Operations Manager
Meet Jake, our Senior Operations Manager and the powerhouse behind our Professional Services and Contact Centre division. With over 11 years of experience in commercial recruitment, Jake is an expert in both executive search and large-scale white-collar campaigns.
He leads a dedicated team that specialises in temporary, permanent and contract recruitment across a range of professional services and contact centre roles. Known for his strategic mindset and commitment to quality, Jake is passionate about delivering tailored hiring solutions that save time, reduce costs, and exceed expectations.
Driven by a love for innovation and efficiency, Jake utilises the latest recruitment technology and leverages strong industry connections to ensure every hire is a perfect fit.
Looking for a recruitment partner you can count on? Drop Jake a line at [email protected]
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