Hybrid work resists, but new vacancies are face-to-face – 06/11/2023 – Market

Some of the country’s top companies have extended hybrid work to motivate their teams. However, those looking for a new job may not get that flexibility.

A survey by the human resources platform Infojobs points out that, despite the growth in the offer of remote and hybrid jobs, fully face-to-face vacancies open after the pandemic are still the majority.

In January of this year, fully face-to-face work represented 94.8% of the 7,010 vacancies, hybrid equivalent to 2.48%; fully remote vacancies were 2.7%.

Even with a modest number of vacancies, the pandemic caused a change in the platform’s ads: compared to November last year, the hybrid format increased by 16.6%, while remote vacancies grew by 32.6%.

According to Infojobs, the areas that offer the most hybrid jobs are trade and sales (34%), information technology (10.5%) and finance (10.2%).

In the assessment of the executive director of Infojobs, Ana Paula Prado, the movement back to the office is gaining strength with the advancement of vaccination and the cooling of the pandemic, and companies feel that it is necessary to avoid integration problems.

“It is necessary to understand in depth the issues that prevent more flexible policies, but also to show employees the importance that the company sees in the face-to-face work model, such as the impacts on organizational culture, the climate between teams and leadership.”

BALANCE OF EXPECTATIONS IS A CHALLENGE FOR CORPORATE HRH

Questioned by Sheetfour of the largest companies in the country by revenue, in 2021, said that their administrative areas have not yet fully returned to face-to-face —and they have no plans for this to happen for now.

Petrobras, for example, offers the hybrid work model, with up to three days of remote work, for employees who work in the administrative regime. Currently, around 25,000 people are eligible to adhere to the model, subject to management approval.

“We understand that the hybrid model is very suitable for the reality of those who work in the administrative regime at Petrobras, making it possible to capture the best of both worlds: activities that benefit from interactions between people in face-to-face work and activities that require time to focus on remote work “, says the company.

The oil company adds that, if face-to-face work favors relationships and exchanges between people and the connection with the company, remote work favors focus activities and brings gains in quality of life and productivity.

According to Kricia Galvão, director of People and Organization at Braskem, after the challenges imposed by the pandemic, internal listening and evaluation of trends and best practices in people management, the company adopts three work models: face-to-face, flex office and hybrid.

“The face-to-face model is for activities that can only be performed at Braskem’s facilities; the flex office is for functions in which presence is crucial to the success of operations, but which, in part, can be performed remotely on certain days of the week ; the hybrid is for activities that can be carried out remotely, following telework rules and being present in the physical environment eight days a month.”

For her, the face-to-face model favors interaction between people and the strengthening of bonds, while the flexible models, for functions where they are possible, maximize integral health and increased performance.

In the case of ArcelorMittal, in the steel and mining sector, the hybrid model was adopted in the midst of the pandemic, in 2021. The company considers that face-to-face work expands connections and exchanges between teams and encourages collaboration. There are also no plans to go back to 100% face-to-face for functions that allow other models.

“To make the work environment more welcoming, innovative and attractive, ArcelorMittal renovated its facilities, created interactive living spaces in the units, art on the walls and transformed its administrative headquarters into a workplace.”

During the first two years of the pandemic, Cargill, food production and processing, put 3,000 employees in a completely remote scheme, for the functions that allowed this model. In 2022, the company gradually started to come back, but always in a hybrid and more flexible way than before the pandemic.

“Today, administrative functions operate in a hybrid way. The remote model and face-to-face work have advantages that, if added together, improve the quality of life of employees and allow for greater connection and interaction. The face-to-face has this advantage of allowing quick solutions to problems of everyday life, without the need for an e-mail or call, and reaffirms ties of trust between the teams.

Another Infojobs survey, with the TopRH Group, points out that 64.4% of respondents who worked at home office and had to return to face-to-face work feel that their quality of life has deteriorated.

In cases where an action was created by the company, employees highlighted flexible hours (23.1%), actions thinking about well-being and mental health (21.8%) and office restoration (18.4%).

This survey was carried out in April, with 1,008 respondents, with 55.9% identifying themselves as female and 45.9% as male, and most were from the Southeast.

According to Prado, from Infojobs, candidates are more discerning to participate in selection processes and even more to remain in an organization.

“This results in the two main challenges facing HR today: attracting and retaining talent. 25% of young people, between 18 and 24 years old, remain in a company for less than three months, according to the Ministry of Labor and Social Security.”

For the executive, the current moment of readjustment to the office demands that the human resources professional has an active listening to understand the desires and needs of the team and propose a compromise, aligning the team’s desire and the company’s needs.

“Perhaps not a home office regime, but the possibility of one day a week at the employee’s choice or periods of greater flexibility. past.”