“In Houston, $225,000 will buy a three-bedroom house with a game room, den, in-ground pool and hot tub. In Manhattan, it will buy a parking space. No windows, no view. No walls.”
No, it in’t too expensive to live in Manhattan…
Seriously, with NYC costs-of-living are doing their typical upward dance, it’s a wonder that more aren’t embracing virtual employment. Despite a report in 2006 by World at Work that practically trips over itself detailing the resuults (which is why these things need to be read completely, e.g., “Based on government estimates of 149.3 million workers in the U.S. labor force, the 2006 data means that roughly 8 percent of American workers have an employer that allows them to telecommute one day per month and roughly 20 percent of the workforce engages in telework.”…wow – one day per month), there are those nasty control issues that often get in the way. Don’t you just hate it when a great candidate wants to telecommute 2 -3 days weekly and “management” puts the cabosh on it?
Telecommuting is simply one of those areas in which recruiters – all recruiters – truly need to step up to the plate and take charge over. Research telecommuting policies, check out Workingfromanywhere.org, and don’t take no for an answer when your great candidate says no because your company said no to telecommuting – challenge your leadership to explain their position. Help them take the emotional component out of their decision and rethink new approaches that might help them embrance telecommuting. Set up a telecommuting council in your company, with other area companies.
Don’t just sit their and recruit.