{"id":5592,"date":"2021-09-29T09:29:53","date_gmt":"2021-09-29T07:29:53","guid":{"rendered":"http:\/\/timetohire-backup.twelvetwentystage.com\/?post_type=news&#038;p=5592"},"modified":"2021-10-04T13:15:38","modified_gmt":"2021-10-04T11:15:38","slug":"hoe-noodzakelijk-is-het-nou-echt-dat-we-weer-volledig-naar-kantoor-gaan","status":"publish","type":"news","link":null,"title":null,"content":{"rendered":"\n<p><\/p>\n\n\n\n<p><strong>Sinds de uitbraak van COVID-19 is het advies steeds geweest zo veel mogelijk thuis te werken. Waar het in de eerste periode voor veel organisaties een flinke overgang was, hebben we remote werken inmiddels volledig omarmd. Maar nu er weer steeds meer kan, wordt het toch weer drukker op de weg en gaat men, al dan niet onder druk van de werkgever, weer meer naar kantoor. Hoe ziet de toekomst er voor het thuiswerken uit? Is dagelijks naar kantoor gaan eigenlijk nog wel nodig? En hoe verhoudt dit zich tot de sollicitatieprocedures?<\/strong><\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-de-toekomst-van-thuiswerken\"><strong>De toekomst van thuiswerken<\/strong><br><\/h4>\n\n\n\n<p id=\"h-een-onderzoek-onder-zo-n-650-respondenten-van-nationale-vacaturebank-en-intermediair-uitgevoerd-door-motivaction-laat-een-interessante-ontwikkeling-zien-waar-in-de-eerste-lockdown-53-aangaf-het-prima-te-vinden-om-thuis-te-werken-was-dit-aantal-in-oktober-2020-al-gestegen-naar-68-belangrijke-redenen-zijn-het-wegnemen-van-de-reistijd-en-het-zelf-indelen-van-de-tijd-de-meest-genoemde-reden-om-toch-w-l-weer-naar-kantoor-te-gaan-zijn-de-collega-s-die-worden-veel-gemist-wijst-dit-onderzoek-uit\">Een <a href=\"https:\/\/www.intermediair.nl\/werk-privebalans\/thuiswerken\/veel-mensen-willen-niet-meer-fulltime-terug-naar-kantoor?referrer=https%3A%2F%2Fwww.google.nl%2F\" target=\"_blank\" rel=\"noreferrer noopener\">onderzoek<\/a> onder zo\u2019n 650 respondenten van Nationale Vacaturebank en Intermediair, uitgevoerd door Motivaction, laat een interessante ontwikkeling zien; waar in de eerste lockdown 53% aangaf het prima te vinden om thuis te werken, was dit aantal in oktober 2020 al gestegen naar 68%. Belangrijke redenen zijn het wegnemen van de reistijd en het zelf indelen van de tijd. De meest genoemde reden om toch w\u00e9l weer naar kantoor te gaan, is de collega\u2019s. Die worden veel gemist, wijst dit onderzoek uit.<\/p>\n\n\n\n<p>Er wordt dan ook goed gekeken naar de grote bedrijven van ons land. Unilever liet begin september al weten er naartoe te willen gaan dat de medewerkers straks twee dagen per week op kantoor zijn, en de rest thuis. Ook Eneco gaat uit van een hybride situatie. Zij benoemen een twee-twee-\u00e9\u00e9n-verdeling: twee dagen op kantoor, twee dagen thuis en \u00e9\u00e9n dag flexibel. Bij KPN is men bezig zo veel mogelijk data te verzamelen over de voorkeuren van medewerkers en wordt naar aanleiding daarvan een beleid opgesteld.<\/p>\n\n\n\n<p>En dat is ook hoe het hoort. De tevredenheid van de medewerkers is immers essentieel voor het succes van de organisatie. Een veelgehoord geluid is dat men zich thuis beter kan focussen. Een win-win situatie, lijkt mij. E\u00e9n van mijn opdrachtgevers heeft de insteek van KPN gevolgd en geconcludeerd dat de collega\u2019s graag de mogelijkheid behouden om enerzijds vanuit huis te werken en anderzijds vanaf kantoor. Dus dat is hoe het ook in de toekomst zal zijn. Een andere opdrachtgever geeft zelfs de ruimte om ook in de toekomst volledig remote te kunnen blijven werken. Een groot voordeel hiervan is dat er mensen vanuit het hele land de ruimte hebben om zich bij deze organisatie aan te sluiten.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-wat-houdt-dit-dan-in-voor-sollicitatieprocedures\"><strong>Wat houdt dit dan in voor sollicitatieprocedures?<\/strong><br><\/h4>\n\n\n\n<p>Sollicitatiegesprekken worden sinds begin 2020 vooral online gevoerd. Een nadeel is dat je jouw sollicitant niet echt aan kan kijken (je kijkt immers naar je scherm en niet naar je camera), maar het heeft ook veel voordelen. Er zijn namelijk meer aanknopingspunten om je kandidaat op zijn gemak te stellen door bijvoorbeeld te vragen naar die boekenkast op de achtergrond of een langslopende kat. <\/p>\n\n\n\n<p>Toch hebben veel Hiring Managers nog de voorkeur voor een gesprek op kantoor. Als Recruiter ben je erop getraind om uit ieder gesprek zo veel mogelijk informatie te halen en je kandidaat in te schatten. Een Hiring Manager is echter niet dagelijks bezig met kandidaten en zal hier dus ook meer moeite mee hebben. Bovendien vinden zij het doorgaans fijn als het team de potenti\u00eble nieuwe collega ook even ontmoet en laten zij graag het kantoor en de werkplek zien. Dit is echter een situatie die gemakkelijk op te lossen is. Geef de kandidaat zelf de ruimte om te kiezen voor een gesprek vanuit huis \u00f3f vanaf kantoor en maak dit bespreekbaar met de Hiring Manager. Het team kan eventueel online kennismaken, dat kantoor is met remote werken al minder belangrijk en als je het dan toch graag wilt laten zien, volstaat een virtuele rondleiding vaak al.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-remote-pre-en-onboarding\"><strong>Remote pre- en onboarding<\/strong><\/h4>\n\n\n\n<p id=\"h-pre-en-onboarding-spelen-een-belangrijke-rol-bij-de-binding-met-de-organisatie-maar-is-het-echt-noodzakelijk-dat-de-nieuwe-collega-daarvoor-dagelijks-naar-kantoor-afreist-want-ook-hier-zijn-diverse-digitale-oplossingen-voor-zoals-onboarding-apps-appical-en-talmundo-ideaal-voor-je-aanstaande-collega-om-wegwijs-te-worden-in-de-organisatiestructuur-en-cultuur-uit-onderzoek-dat-silkroad-technology-in-2019-uitvoerde-in-de-vs-bleek-dat-organisaties-met-een-helder-onboarding-proces-in-82-van-de-gevallen-een-hoger-werknemersbehoud-hebben-dat-is-digitaal-niet-anders-met-een-strakke-pre-en-onboarding-met-voldoende-contactmomenten-touchpoints-en-learnings-ontstaat-die-binding-echt-wel-zorg-er-in-ieder-geval-voor-dat-je-jouw-kersverse-collega-s-al-vanaf-het-ondertekenen-van-de-overeenkomst-meeneemt-in-digitale-team-uitjes-maandborrels-en-andere-contactmomenten\">Pre- en onboarding spelen een belangrijke rol bij de binding met de organisatie. Maar is het echt noodzakelijk dat de nieuwe collega daarvoor dagelijks naar kantoor afreist? Want ook hier zijn diverse digitale oplossingen voor, zoals onboarding apps <a href=\"https:\/\/www.appical.net\/nl-nl\/homepage\" target=\"_blank\" rel=\"noreferrer noopener\">Appical<\/a> en <a href=\"https:\/\/www.talmundo.com\/nl\/?utm_term=talmundo&amp;utm_campaign=Branded+-+Netherlands&amp;utm_source=adwords&amp;utm_medium=ppc&amp;hsa_net=adwords&amp;hsa_tgt=kwd-679209139423&amp;hsa_ad=380906132064&amp;hsa_acc=5434824145&amp;hsa_grp=72343660970&amp;hsa_mt=e&amp;hsa_cam=6449098950&amp;hsa_kw=talmundo&amp;hsa_ver=3&amp;hsa_src=g&amp;gclid=CjwKCAjw7rWKBhAtEiwAJ3CWLDTRhbKATK63_ZAq3OYJUaXuQwUAMtldQnBcy09yt6-sEz4B54WqlxoC_pIQAvD_BwE\">Talmu<\/a><a href=\"https:\/\/www.talmundo.com\/nl\/?utm_term=talmundo&amp;utm_campaign=Branded+-+Netherlands&amp;utm_source=adwords&amp;utm_medium=ppc&amp;hsa_net=adwords&amp;hsa_tgt=kwd-679209139423&amp;hsa_ad=380906132064&amp;hsa_acc=5434824145&amp;hsa_grp=72343660970&amp;hsa_mt=e&amp;hsa_cam=6449098950&amp;hsa_kw=talmundo&amp;hsa_ver=3&amp;hsa_src=g&amp;gclid=CjwKCAjw7rWKBhAtEiwAJ3CWLDTRhbKATK63_ZAq3OYJUaXuQwUAMtldQnBcy09yt6-sEz4B54WqlxoC_pIQAvD_BwE\" target=\"_blank\" rel=\"noreferrer noopener\">n<\/a><a href=\"https:\/\/www.talmundo.com\/nl\/?utm_term=talmundo&amp;utm_campaign=Branded+-+Netherlands&amp;utm_source=adwords&amp;utm_medium=ppc&amp;hsa_net=adwords&amp;hsa_tgt=kwd-679209139423&amp;hsa_ad=380906132064&amp;hsa_acc=5434824145&amp;hsa_grp=72343660970&amp;hsa_mt=e&amp;hsa_cam=6449098950&amp;hsa_kw=talmundo&amp;hsa_ver=3&amp;hsa_src=g&amp;gclid=CjwKCAjw7rWKBhAtEiwAJ3CWLDTRhbKATK63_ZAq3OYJUaXuQwUAMtldQnBcy09yt6-sEz4B54WqlxoC_pIQAvD_BwE\">do<\/a>. Ideaal voor je aanstaande collega om wegwijs te worden in de organisatiestructuur en -cultuur. Uit onderzoek dat SilkRoad Technology in 2019 uitvoerde in de VS bleek dat organisaties met een helder onboarding proces in 82% van de gevallen een hoger werknemersbehoud hebben. Dat is digitaal niet anders. Met een strakke pre- en onboarding met voldoende contactmomenten, touchpoints en learnings ontstaat die binding echt wel. Zorg er in ieder geval voor dat je jouw kersverse collega\u2019s al vanaf het ondertekenen van de overeenkomst meeneemt in (digitale) team-uitjes, maandborrels en andere contactmomenten.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-de-toekomst-van-solliciteren\"><strong>De toekomst van solliciteren<\/strong><\/h4>\n\n\n\n<p>Nu we dus zo gewend zijn aan het thuiswerken en het goed blijkt te werken, willen we die vrijheid ook terecht behouden. Vanuit een <a href=\"https:\/\/www.linkedin.com\/posts\/guidodenboer_mijn-blog-over-online-sollicitatieprocessen-activity-6846428739736342528-I2lv\" target=\"_blank\" rel=\"noreferrer noopener\">poll op LinkedIn<\/a> kwam naar voren dat maar liefst 66% van de 228 respondenten niet meer dagelijks naar kantoor zou willen reizen bij een overstap naar een nieuwe werkgever. 16% geeft zelfs aan uitstekend puur en alleen vanuit huis te kunnen werken terwijl slechts 11% het liefst weer dagelijks naar kantoor zou willen terugkeren. De overige 9% reist bij voorkeur alleen naar kantoor voor meetings. Niet voor niets krijgen diverse Recruiters van kandidaten regelmatig de vraag of thuiswerken tot de mogelijkheden behoort en hoe dit dan precies is geregeld.<\/p>\n\n\n\n<p>En die sollicitatiegesprekken zelf? Volgens een <a href=\"https:\/\/www.linkedin.com\/posts\/guidodenboer_%3F%3F%3F-%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F%3F-activity-6810461891421466624-W31k\" target=\"_blank\" rel=\"noreferrer noopener\">andere poll op LinkedIn<\/a> denkt 77% van de respondenten dat deze deels of zelfs volledig online kunnen plaatsvinden. Slechts 23% zou gesprekken weer volledig fysiek willen zien in de toekomst. Het mag duidelijk zijn dat wat uit nood geboren is, uiteindelijk een positieve ontwikkeling is geweest. De meeste werkgevers lijken er klaar voor te zijn om het hybride werken definitief te omarmen en dit op te nemen in de 2.0 bedrijfscultuur. En om sollicitanten zo goed mogelijk kennis te laten maken met die cultuur \u00e9n flexibiliteit, is het zeker aan te raden om de \u201cmoderne werkplek\u201d, de verzameling applicaties en technieken die je de ruimte geeft om remote te kunnen werken, in te zetten en open te blijven staan voor een (gedeeltelijk) digitale sollicitatieprocedure. Het zal je recruitment een stuk gemakkelijker maken.<\/p>\n\n\n\n<p>Over de auteur<br><a href=\"https:\/\/www.linkedin.com\/in\/guidodenboer\/\" target=\"_blank\" rel=\"noreferrer noopener\">Guido den Boer<\/a> is Recruitment Specialist bij <a href=\"http:\/\/timetohire-backup.twelvetwentystage.com\/\">Timetohire &#8211; The Recruitment Succes Company.<\/a> Vanuit zijn 15 jaar recruitmentervaring, waarvan 6 binnen de ICT, schrijft hij blogs over het vak. <\/p>\n","protected":false},"excerpt":{"rendered":"Sinds de uitbraak van COVID-19 is het advies steeds geweest zo veel mogelijk thuis te werken. Waar het in de eerste periode voor veel organisaties een flinke overgang was, hebben we remote werken inmiddels volledig omarmd. 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