WHAT: The fact that employers offer the opportunity for teleworking will be crucial in the search for talent. Six out of ten office-working Swedes want to be able to work remotely to the extent they themselves want when choosing a new job, and nine out of ten want to continue working remotely to some extent. Every third person is prepared to opt out of employers who do not offer teleworking on the employee’s terms. The desire is extra strong among parents, especially with children under the age of five, where seven out of ten want a flexible policy on telework. Two Sifo surveys from 2021 show that it is primarily women aged 30-49 who see the possibility of teleworking as an absolute requirement. Millennials and Generation Z also value flexibility higher than both salary and fast career paths. Here, however, it can be added that the bargaining power between the parties may be affected by the changed interest rate situation and increased raw material and energy costs, where household costs are expected to increase in the coming years against the companies’ increased costs that may affect wage development.
SO WHAT: This means that employers need to formulate and implement a strategy for how they will be able to meet these requirements. Companies that fail to create more flexible work situations will find it difficult to compete for talent, especially in light of the overall labor shortage that prevails in knowledge-intensive sectors. For those companies that see telework as a strength, it means new opportunities for recruitment, to build a strong employer brand and also get increased diversity in the teams, which according to research gives better results.