Rebecca Greier Horton, PG, WELL AP, REM’s Post

As the pandemic set in 4 years ago, the boss′s claims that work would never get done working from home were proved categorically…well…unfounded. As one year became 2 then 3, many people moved away from whatever city they'd been artificially bound to for years. For many of us, NBN was a decision factor. NBN = remote work ✅️ For me, the water was also important. I got a beach house. As the pandemic finally waned, the pressure started from bosses to push people back to offices. In the APS, staff pushed back and a new blanket Enterprise Agreement locked in default acceptance of flexible working except where operationally required. Still though we see far too many job vacancies listing specific capital city locations. I wonder is the EA condition being slowly undermined via new hires? But why? Team leaders wanting their staff all under the same roof are restricting their talent pools so much. They are closing off happy staff living in affordable locations who may have escaped being perpetually stressed out by crazy rental or mortgage stress. Think of what it costs you to live in Sydney, Melbourne or Canberra, let alone a place with a water view (forget water access!). Plus they are excluding possible First Nations recruits who could stay in Country. For the right jobs, smart employers are putting their flexible hiring conditions up front in their vacancy notices and search terms. And they are getting the attention of people who simply will not move back to a city.

Is It Time for a New Approach to Talent in Social Housing? I regularly hear from Housing Associations about the struggle to fill full-time, permanent positions. In an industry that's so essential, it's concerning how difficult it has become to find the right talent. We know platforms like LinkedIn are where much of the talent pool is, but is there an untapped opportunity we're missing? Could we benefit from segmenting those who are open to roles that don’t require in-office attendance at all? With more people seeking flexible or remote-only roles, perhaps it’s time to build a repository of talent that’s ready to work—just not from the office. As the landscape continues to evolve, do we need to reimagine our approach to recruitment in social housing? Would a platform solely for those seeking remote work help housing providers recruit effectively, attract the best talent, and remain competitive in the market? I’m really interested in your thoughts: Is there merit in creating a dedicated space for office-averse talent? What’s been your biggest challenge in finding full-time staff, and could this approach help? Let's have an open conversation on this and share ideas that could move our sector forward. #SocialHousing #RemoteWork #TalentRecruitment #RecruitmentStrategy #FlexibleWork

A cautionary tale for all career professionals. If remote work is important to you, make sure the job market will support you wherever you work from home. We are just beginning to collect the data on the impact on careers of the work from home experience. Plan based upon the best path for your career trajectory. Not just the short term.

Is there an urban exodus reversal in the near future? How does this affect marketing and marketers? I read this article about professionals regretting moving from cities. Some seek to return for career growth and cultural delights. It is again about what is important to every person and at what time. You can do most any kind of work remotely. It is about where you want to spend your life and money. What I found interesting in the article 1. Urban Exodus During Pandemic: Many left big cities for smaller, more affordable destinations during the pandemic, attracted by lower costs and higher quality of life. However, a significant number of urban refugees are starting to miss aspects like culinary excellence and cultural diversity from their previous city life. 2. Impact on Career: Moving away from major cities can have negative implications for one's career. Research by economist Enrico Moretti indicates that professionals in smaller labor markets face challenges in finding suitable jobs and may need to relocate for employment. Larger markets offer better job opportunities and career growth due to agglomeration of industries. I think this is only true if an industry or company has not modernized their working style to enable remote work. 3.Future Trends: Despite the initial trend of professionals leaving big cities for remote work during the pandemic, the job market has shifted. However, I would ask: have remote job opportunities decreased?, or is the market settling? What do you think? Will we ever go back to the pre-pandemic urban agglomeration? Or will hybrid models (remote + select in person) prevail? What is most effective in your view? #marketing #branding #management #mentoring

From mid-2022 to mid-2023, the bleeding in many big metropolitan areas continued. New York lost 238,000 more people than it gained. The numbers read like casualty reports: 155,000 in Los Angeles, 54,000 in San Francisco, 25,000 in Seattle. Every day, hundreds and hundreds of people continue to forsake America's greatest cities for smaller, more affordable destinations. We've heard a lot about how the mass migration has been bad for major cities, sending them into a "doom loop" of empty offices and shuttered storefronts. But a new paper coauthored by Enrico Moretti, one of the best thinkers on the geography of jobs, highlights the dangers the migration poses for the very professionals who are ditching big cities. Moving away from a major city, Moretti found, can be terrible for your career. Moretti, an economist at the University of California at Berkeley, followed workers whose companies shut down between 2010 and 2017. How people fared after that depended on where they lived. Those who lived in small labor markets were less likely to find a new job within a year than those in large labor markets. To get back on their feet professionally, those in small markets were more likely to be forced to relocate for employment. They were also more likely to settle for a role that was misaligned with their college degree, or in an entirely different industry. "The big takeaway is that market size matters," Moretti says. "It's clear that larger markets improve the quality of the match." That's precisely why workers and the companies that employ them tend to cluster in the same cities. Economists call it agglomeration. Moretti's new paper confirms that when it comes to jobs, geography is destiny. With the rise of remote work, professionals thought they could afford to leave their expensive cities without a risk to their careers. If you moved to Des Moines and wound up losing your job, you could just stay put and get another work-from-home gig. Your house might be in Iowa, but your job market was still back in California or New York. But over the past year, more and more employers have stopped hiring for remote roles. The market for WFH jobs has cratered, putting everyone who moved away from big cities at risk. If they wind up getting laid off or they outgrow their current role, living in a smaller job market is going to severely limit their career options. As Moretti's paper shows, they'll either (1) wind up unemployed for a long stretch, (2) be forced to settle for a local job they're overqualified for, or (3) have to make an abrupt and costly move back to the big city they abandoned. Moretti characterizes being in a large labor market as "insurance" against future shocks. Living in a big city isn't just about having a good job right now. It's what sets you up for success to land your next job — and the job after that. Those who moved away from big cities effectively gave up their career insurance.

The WFH market has shifted and it's important to be aware of the changes. According to Aki Ito from Business Insider, it's crucial to know what to do when your job market is not where you live. Stay ahead of the game and be prepared for the new normal. #WFH #remotework #jobmarket

🚨 **Underpaid & Overloaded** 🚨 It’s shocking how companies are paying salaries as low as ₹20K and still expecting employees to relocate, often to cities that are already struggling with extreme population pressure with exorbitant housing rates. Roles that could easily be done remotely are now demanding physical presence, worsening traffic congestion and sending real estate prices skyrocketing. Ironically, while wages stay stagnant, Work From Office policies are enforced—leaving employees to bear the costs and chaos. It’s time to rethink these practices, value employees’ time, and reduce the stress on the resources of major cities. Also, remote work helped people living in the isolated and far flung areas to get jobs in MNCs. Remote work isn’t just feasible; it’s essential for sustainable development. #remotework #workfromhome #workfromoffice #wfo #wfh

Over the past year, Business Insider has spoken with more than a dozen job jugglers who used their six-figure earnings to pay off debt, plan for an early retirement, and afford expensive vacations and weight-loss drugs. While some employers may be OK with their workers taking on a second job, doing so without approval could have repercussions if a worker is caught.While working multiple full-time jobs can be very lucrative, fierce competition for remote roles has made this unattainable for many people. What's more, return-to-office mandates and burnout can make job juggling unsustainable.Luke shared how he tried to keep both jobs going as long as he could — and why he ultimately decided to give one up. #remotework #ecommerce  #remote #overemployed#sustainable #earlyretiremnt #burnout #mutiple  #office # https://lnkd.in/gCK337GR

Hybrid work is the future, according to Morning Consult's "State of Workers 2024" survey of 6,600+ U.S. adults. https://lnkd.in/gM5eW9p4 Amy He writes: • Looking forward, with the exception of older generations and hourly employees, strong pluralities of other demographic groups said they plan to apply jobs where they can work in a hybrid setting. In the face of so many RTO mandates, many working Americans likely know that the winds are blowing toward hybrid work. • But employers should note that requests to return full-time in-person won’t bode well: 38% of employed adults said they would seek other job opportunities if that was required of them, compared with 32% who said the same if they were required to work full-time remote. #careers #futureofwork #talent #data

Research: The Growing Inequality of Who Gets to Work from Home Dive into the research on the growing disparity in remote work opportunities! This article explores points on: 1️⃣ The Divide Deepens: Uncover the significant and widening gap in remote work accessibility, affecting pay levels, education, experience, and job types. 2️⃣ Pay Matters: See how remote work opportunities increase with higher salaries, impacting job postings from $30,000 to $200,000. 3️⃣ Education Divide: Explore the correlation between educational requirements and remote work, revealing disparities in opportunities based on degrees. 4️⃣ Experience Matters: Understand how the need for experience influences remote work, with a sharp increase in opportunities for those with seven or more years in the field. 5️⃣ Full-time vs. Part-time: Examine the divide between part-time and full-time jobs, highlighting the challenges faced by part-time workers. What can managers and executives do to address this divide? Read the full article for insights on managing perceptions, aligning working arrangements, and exploring alternative flexibility solutions. #RemoteWorkEquality #WorkplaceInclusion #BusinessLeadership