Hybrid work - the trend of 2023. Will everyone face a return to offices?

Hybrid work - the trend of 2023. Will everyone face a return to offices?

It looks like the hybrid work trend is here to stay. More and more companies are moving away from remote work and introducing hybrid work arrangements, in which employees must come into the office a certain number of days a week. While some employees may be reluctant to return to the office, there are many benefits of hybrid work that employers should consider. In this article, we'll look at why employers are moving away from remote work and what they can replace it with. We'll also outline the employer's challenges with changing the work mode. We'll also talk about how employees can benefit from hybrid work and how to convince them to at least partially return to the office.


Let's start at the beginning...

Popularly cited disadvantages of working remotely

Because the remote work process often begins with remote recruitment, the employer and employee rarely have direct interaction. This lack of contact often leads to trust issues from the employer's perspective. Is he or she currently working or not? And if so, what exactly is he or she doing? The employee may also approach work in a more "relaxed" manner. However, this may be due to trust issues with management. Sometimes the employer is not aware of the employee's work, and if he doesn't see any great results, he may thereby assume that the employee does nothing for many hours. Trust is essential for good employer-employee relations. Trust problems involve a sense of lack of control over the employee.

Another disadvantage is technical problems, These include lack of internet, computer failure, lack of coverage or electricity. Here, too, a problem of trust is apparent - perhaps the employee is actually busy with something else, and the technical problems are an excuse.

Working from home has many disadvantages, one of which is also the lack of interaction with praocws. This can sometimes cause feelings of loneliness and isolation, as it is also difficult to get feedback on work or be part of team projects.

The time difference between different time zones can also create serious problems, especially for companies with international employees or customers. To ensure that everyone is working, some form of communication adjustment must be put in place, which can often be difficult to arrange.

These are not the disadvantages of working remotely. These are the consequences of poor system organization.

No system is perfect, including remote work. While it can be very successful in many organizations, it requires well-developed systems for remote work to work properly. A task-based system is often used to hold employees accountable for what they accomplish each day. In addition, various types of applications are available to help managers track employee activity. Meetings and summaries of successes achieved and setting new goals are also important elements of how remote work works.

However, if performance is still not at a high level, it simply means that the remote work mode is not suitable for the employer's industry. In some industries, remote work produces better results, in others it does not.



Employer challenges in managing a team while working remotely + solutions

Employers face the challenge of managing remote teams, and remote work can often create distrust among team members due to limited interaction. Employers need to find ways to maintain communication and engagement in remote teams, as well as effective methods for remote collaboration and problem solving. They should also ensure that all remote workers have access to the same resources and tools they need to perform their tasks.

In addition, remote teams may lack the sense of camaraderie that a physical work environment provides. Employers should strive to create an environment where remote workers still feel a bond with their co-workers, even if thousands of miles separate them.

In some cases, remote work can also lead to a sense of isolation, as remote workers may feel disconnected from the company's mission and values. To help remote workers stay motivated, employers should set clear goals and make sure remote workers are aware of their progress toward those goals. They should also provide feedback and support to remote workers so they continue to feel connected and engaged.

Security is also a major concern when working remotely. Employers should ensure that remote workers have access to the tools and resources they need while ensuring data security. This requires effective policies, procedures and protocols to protect confidential information and make sure remote workers are aware of their responsibility to ensure information security.

Productivity and time management are also other challenges employers face with remote workers. Motivating and keeping remote workers productive can be difficult, especially when they work in different time zones or situations. Employers should provide remote workers with the tools and resources they need to do their jobs, as well as provide incentives for remote workers to stay motivated and productive.

Does everyone really choose to give up their remote work?

Recently, we have seen an increase in remote or hybrid/stationary job opportunities. We were under the impression that companies were moving away from remote work options and back to offices, but statistics show otherwise. Companies that were already offering remote work before the pandemic are not backing away from it, and are even hiring more employees who can work remotely. Only companies that introduced remote work because of COVID-19 are now abandoning it and choosing to return to hybrid/stationary work models.


Hybrid work or a total return to offices?

Many companies are already feeling the effects of the crisis, and forecasts indicate that things will only get worse in 2023. For many companies, the cost of keeping employees in the office is simply too high - taking into account things like rent, utilities, and other expenses. Smaller companies that have been able to function well remotely are unlikely to want to incur the extra cost, and larger companies will think carefully about whether it's worth keeping all their employees in one place.

There are several factors to consider when deciding whether to return to an office or hybrid operation. The most important, of course, is cost - can the company afford it? If not, there's no point even considering it. Other factors include the type of business, the nature of the work and the company culture.
Some companies simply cannot operate remotely - retail stores, for example, must be in a physical location to sell their products. Other companies may find that their work is not conducive to working remotely - for example, they require direct interaction with customers or need specialized equipment that is only available in the office.

And then there are companies that have a high diversity of cultures that are not conducive to remote work. These companies may find it difficult to build team morale and maintain company culture when employees are not physically present. In such cases, a return to the office or at least hybrid work may be necessary to sustain the company culture.

The decision whether to go back to the office or to hybrid work is a difficult one, and there is no one-size-fits-all answer. Each company will need to consider its individual circumstances to make the best decision for itself.


In any case - changes

If you are an employer who wants to switch to remote work, keep in mind that this will bring big changes not only for your employees, but for your entire company. Some employees love remote work, while others hate it - the former group may leave your company if you make the change. Be prepared for anything. SWOT analysis is an important strategic tool. If your best employee wants to leave, find out why and offer incentives to stay, such as a raise or more time off. Making sudden changes without warning will only lead to anger and resentment from employees who may not be open to the idea of working remotely. Be prepared with a plan that you can present, taking everyone's needs into account.


The best solution is hybrid work

If you work remotely, it's important to remember that not everyone will be happy with the change. Some will miss the freedom of working remotely, while others will find hybrid work a difficult juggling act. The key is to communicate with employees and determine what will work best for them. In some cases, it may be necessary to allow employees to choose their own hours or work from home several days a week. In other cases, it may be necessary to establish hybrid workdays, where everyone is in the office for part of the day and then works from home for the rest. It's important to find a solution that works for your company and your employees.

Hybrid work is a way for companies to bridge the gap between remote work and traditional office work. Hybrid models give employees access to both remote and on-site work options, and provide flexible work hours to fit their lifestyles. This option can be beneficial to employers, as it gives them more control over remote workers, while also providing remote workers with more freedom.

When introducing a hybrid work model, employers should consider the needs of all their remote workers and ensure that they have access to the same resources as those who work on-site. Employers should also establish processes to effectively manage remote teams, such as through regular feedback sessions and remote integration activities.

For remote workers, hybrid work can be a great opportunity for them to have more control over their work and balance professional and personal commitments. Employers should provide remote workers with clear goals so they understand how their remote work fits into their overall job role. They should also provide remote workers with the tools and resources they need to succeed.

Finally, employers should strive to create a supportive environment for remote workers, with clear processes and procedures for remote communication and collaboration. This will help remote workers feel connected and committed to the company's mission and values. By introducing a hybrid work model, employers can give remote workers the flexibility and control they need to succeed, while also giving remote workers a sense of connection with their co-workers. In this way, remote workers can continue to contribute to the company's success without feeling isolated or disconnected from the team.


Remote work/hybrid work is the main advantage of job ads

If you want to post a job ad that will attract top talent, be sure to mention that the position offers remote work or hybrid work (e.g., one day a week in the office). Candidates are often more likely to apply for an offer that gives them the option to work remotely/hybrid, but if you can't give that option, that mode of operation just doesn't work - contact us. We know the ways and tricks of how to find the best candidates using keywords like "remote work" and "hybrid work" (no lie) and can help you attract the best talent for open positions. We have systems that assess an employee's skills and work style to see if they are suitable for remote positions.

We're here to help you through the recruiting process, and we can make hybrid work a reality for your company in 2023. By talking to us today, you'll be able to see how we've been successful in working with companies like yours. At Fast Forward Solutions, we are here to not only help at every stage of recruitment, but also in the implementation process. For example, this includes checking an employee's aptitude for remote working environments and helping them integrate into their new life at the company!

Headhunter- behind the scenes work, how to understand it

Headhunter- behind the scenes work, how to understand it

 Headhunter - how to understand him?

Headhunter- a misunderstood role. Most job seekers generally misunderstand the role of professional headhunters (also known as headhunters) employed by recruitment agencies and as a result miss out on countless job opportunities.

In this article I will explain exactly how headhunters work and how you can find them, as they are an essential part of the job search process especially for high level managers

Because headhunters are hired by employers to fill vacancies they don't want to advertise, so in many cases you will never have access to these positions unless you find the right headhunters.

What is the job of a headunter?


This process always starts with the employer. First there is a need to hire someone for the position, usually the business (hiring manager) informs its HR department. The HR manager or HR specialist prepares a description of the candidate sought. This usually includes both interpersonal, soft and hard skills that will suit their organisation. In the case of so-called confidential recruitment, the employer generally chooses to work with executive search consultancies.

See also: 7 benefits of hiring an executive search firm

The headhunter is then concerned with finding an exact match. I emphasized the phrase "exact match" because that is probably the most important thing to understand about headhunters. They are hired to streamline the hiring process, not complicate it. Therefore, they are only interested in candidates who exactly meet the criteria given to them by their client.

headhunting in warsaw

Rejection - it is nothing personal.

If you don't meet these criteria, you probably won't get a call, no matter how great your employment history... It's not personal - it's simply that the headhunter needs to find exactly what they've been asked to do in order to a) make money and b) get the next project from their client.

A company's HR/recruitment person could complete this task themselves, but they have hired a headhunter because they generally do not have the time or resources to reach out to, for example, candidates working for their competitors. From this headhunter she expects the only CVs she will see to be highly qualified candidates who meet the criteria she has set out in the job specification. She doesn't want to see creative opportunities. She doesn't want to hear the headhunter say: "I know this guy doesn't have the experience you asked for, but he seems interesting." She wants to see a small group of perfectly qualified candidates.

Therefore, you probably won't hear back from most headhunters you come into contact with. Don't take this personally. It's not a reflection on your skills or employment history. It simply means that your professional profile does not match the profile our talent hunter is looking for.

The second important thing to understand about headhunters is that they work for the client, not you. Prices vary, but are usually 20-30% of your annual salary if they find you a job. This means that the headhunter is loyal to their Client. They have no interest in helping you - they focus solely on their client's needs. I know how it sounds, but it's better to know the truth than not know what it's about.

Thirdly, because their compensation for a good headhunter is based solely on successful projects, they don't have the luxury of spending time on items without much chance of being completed. Each headhunter only works on a limited number of searches (aka searches) at any given time, and most will not pay attention to your CV if you are not an exact match for the vacancy they are looking to fill.

All this means that you need to see headhunters as useful contacts, not as people who are there to help you find your next job.

When headhunters can help and when they cannot

Because a headhunter's job is to find an exact match, headhunters are generally not helpful to those who want to change their career.

And if you are new to the job market, talent hunters are also not the best resource for you. Most employers don't use them to fill entry-level positions, so you're wasting your time contacting them.

But if you know what you want to do and are qualified to do it, headhunters will be a key part of your search strategy.

Should you only work with one 'headhunter'?

No! This is probably the most common misconception that hurts job seekers, but working with just one headhunter is just as useful as sending just one CV throughout your job search and hoping to get that one job.

You need to understand that each headhunter will only fill a few vacancies at a time, and most of them will not be suitable for you. This means you need to be in touch with as many headhunters as possible, because you never know which one has the perfect job offer for you. And you need to stay in touch over time, because they may not have the perfect job now, but it could land on their desk in three months' time.

The importance of specialisation in a headhunter.

Most headhunters have a specific specialism will ignore your CV if you don't fit the type of recruitment projects they often do.

Therefore, you should carefully consider whether your professional experience and profile matches the positions and profiles recruited by our talent hunter.

I cannot stress this more strongly. Nothing annoys headhunters more than being spammed by potential candidates who haven't taken the time to understand what the headhunter's specialism is. If a headhunter only hires finance managers in Warsaw, and you are a construction project manager in Lublin, the chances of getting that position are very slim.

So a tip- take some time to understand what kind of projects the headhunter deals with and contact those who have projects similar to your job profile. With this approach the cooperation with headhunter will be fruitful and your chances will increase dramatically. If you need support in recruiting candidates in IT, digital marketing or sales I think we can help you. Send us an email by clicking this link



Profile on Linkedin - 3 tips to help you build it.

Profile on Linkedin - 3 tips to help you build it.

Why is a Linkedin profile so important when looking for a job?

With a profile on Linkedin becoming an increasingly popular search channel among recruiters, optimizing your profile is becoming more important than ever. Many headhunters know how to format their resumes. However, an account on LinkedIn is often overlooked by potential candidates. If you don't already have a profile then it will be worthwhile to create a profile that will catch the attention of recruiters.

As such, I have detailed 3 tips on how to quickly optimise your LinkedIn profile to ensure maximum exposure to recruiters!

Use the right LinkedIn SEO keywords to appear in relevant searches.

In order for recruiters to contact you about new job openings, assume that your Linkedin profile is the basis for listing all your keywords. Indeed, these will be searched for by potential employers or recruiters. Meanwhile, overlooked keywords (in my experience) include technology (e.g. Excel/ Google Analytics/ Javascript/ SQL, etc.) and synonyms for your job title. But don't forget that keywords should be presented in context - for example, in a summary of your work experience or skills. So if someone is fluent in Swedish, for example, they should include that in the summary, skills or description. Also be sure to include the correct url, which can help with searches. Modern recruiting tools such as ATS (Applicant Tracking Systems) are able to download a candidate's profile from Linkedin to their database, and process it there using artificial intelligence to recommend the most suitable profiles. One of the criteria for this matching is precisely the relevant objective keywords.

Below is an example of a not very successful description, without keywords:

example showing a wrong description on linkedin

And now another description with keywords:

description of linkedin profile in a correct way


Which one tells you more?

How to strengthen your personal branding?

Linkedin's algorithm favors profiles with a large network of contacts with lots of activity, and ranks them higher in recruitment search results. It also undoubtedly favors users with recommendations and endorsements. Although some users prefer to have a more compact LinkedIn network with connections they have interviewed, it definitely helps to have a large network of contacts who post regularly on the portal.
Nevertheless, make sure your Linkedin account makes a good first impression

On average, a recruiter spends 7 seconds looking at your profile items on LinkedIn before deciding whether or not to contact you. Studies that track the eye movement of recruiters when viewing profiles on Linkedin show that most of those 7 seconds are spent looking at your profile picture. The background photo is followed shortly by your titles/work experience and then your summary. Remember that the background photo is no less important than the profile photo. Photos should have a proper description (title) and ALT text (alternative description).

Recruiters usually skip profiles where the name is hidden or we have written e.g. Beata J or Oskar K.

Considering the above, keep your Linkedin account professional, concise and clear so that a recruiter can read it easily.
Incidentally, research has also shown that a clear and simple profile on Linkedin is preferred 60% more than a complex profile with little white space.
List your accomplishments in your professional summary and show potential employers the value you can bring to their business.
Hopefully these tips will help you regardless of your occupation, but if you are thinking of another opportunity within IT/E-Commerce/Digital Marketing as part of your job search, contact me on Whatsup +48 600 400 601 or tom.bozyczko@ffsolutions.io

Fast Forward Solutions specializes in IT recruitment, e commerce, sales and B2B marketing services. Our rigorous and proven methodology combines role profiling, executive search and candidate assessment, complemented by consulting services. A profile on Linkedin and the candidate's actual skills? We'll verify it. We provide guaranteed results, and quickly reach the best talent available in the market. Thanks to which any organization working with us will be able to increase sales. Also, reduce operating costs and improve the efficiency of human resources, company valuation and investor confidence.

Tomasz Bożyczko is an experienced sales leader, president and founder of FFS

Organising remote working - how to work from home?

Organising remote working - how to work from home?

Remote work - why has it become so important in 2020? When a huge number of Poles had to adapt to remote work overnight in April, employers spontaneously implemented solutions. Among other things, daily video conferences were introduced, new systems and more communication channels were launched.

In the following months, many companies decided to extend remote working and even to transfer some employees to the form of performing professional tasks from home for an indefinite period. Although many of us have got used to the current situation, some people still find it difficult to organise remote working. Here are some golden rules to make it easier to work effectively from home.

Remote working step 1: Wake up and freshen up

In the first weeks of lockdown, remote work seemed all too tempting a prospect. In the blink of an eye, we forgot about jumping out of bed quickly, drinking coffee in a hurry and traffic jams on the way to work. Instead, we began dragging our wake-up calls almost until the start time, and with the introduction of remote work, we often sat down at the computer in our pajamas.

This is the first mistake that largely hinders effective performance of work tasks. Giving up or dragging out morning rituals effectively breaks the rhythm of the working day. Therefore, it is worth trying to maintain habits such as waking up early enough, eating breakfast before starting the company computer and putting on your "work" clothes - Sitting around doing your duties in your pyjamas or tracksuit is not a good option. It's harder to motivate yourself in these clothes, and the temptation to jump into bed is greater.

You should also take care to refresh yourself in the morning. A quick shower and brushing your face and teeth is all it takes to get you into activity mode in no time.

Step 2: The right workplace

The human body associates the bed or couch with rest and relaxation. And one of the most common sins of remote work is sitting with a company computer under the comforter. Let's face it - in bed you can watch a series on Netflix or chat with friends, but certainly not work. A large bedding and warm sheets promote laziness, and work under such circumstances seems much more monotonous. Consequently, sit at a desk or table.

First, the best contoured chair and a large, tidy countertop - this is the basis for a good remote workstation. Second, we should have enough space on the countertop for comfortable work. Be sure to arrange all the things you need, such as notes, calendar, and documents.

In offices, many positions work using two monitors - often it is only when working remotely that one realizes how much of a convenience an extra screen is. Those who have such an opportunity should therefore arrange for a second monitor. If, for various reasons, we cannot afford it, it is worth trying to make the workstation as similar as possible to an office one. This means that you should take care of accessories that will affect your comfort and health - a contoured mouse or a special laptop table.

Remote working step 3: Avoid household distractions

It used to seem that there were no bigger distractions than colleagues sitting next to you. However, it was enough to start working remotely to find that you don't even need other people to distract you.

When there is a lack of motivation, energy or simply "remote work doesn't go" while performing professional duties, everything seems more interesting. Therefore, you should ensure that nothing distracts you while working - until 4 p.m. Therefore, it is advisable to turn off the private computer and refrain from following social media on the phone. Other distractions can be music, the radio, or a magazine lying next to you.

Remote working is usually most effective when you can shut yourself away in a quiet room. However, if this is not possible, make the conditions as comfortable as possible. If you live with a partner or roommates, it's a good idea to motivate each other to work together and avoid distracting each other during working hours.

Step 4: Contact with colleagues

For many people, video conferencing, customer service or talking to a supervisor or departmental co-workers is no fun - especially when done on a daily basis. One may not like them, but it's worth bearing in mind that they go a long way toward making us aware that we are at work. Instant messaging conversations, calle and sending e mail are important. They help co-workers remind each other of "deadlines," but also build a sense of unity and motivate us to get things done.

It's also important to remember that working remotely doesn't make coworkers stop knowing each other. It's worth maintaining collegial relationships for the sake of a good atmosphere and the feeling of meeting good friends at work. The point is that sometimes it's good to talk about things more mundane than work.

Step 5: Organisation of the day

This is perhaps the most important point. Remote work must be well organized to make it easier to complete tasks, but also to separate private and professional life. So it's worth setting goals and tasks for each day, sticking to a set schedule and finishing work on schedule - this is the key to nicer work and avoiding stress.