The world of work has changed. Flexible and hybrid working have moved from “nice-to-have perks” to “essential expectations”. Candidates now consider workplace flexibility a key factor in deciding where to work, and employees want to know there’s a clear purpose behind their office days. Flexibility is now closely linked to wellbeing, work-life balance, and long-term performance, and candidates are paying close attention to how employers respond.
At Venus Recruitment, we’ve been closely observing these shifts and how they influence hiring decisions. Here are our thoughts on what businesses need to know to get hybrid working right, for their teams and their talent strategy.
What “Flexible” Really Looks Like Today
Flexibility is about far more than working from home a couple of days a week. Many businesses are now designing hybrid models with intention. They are using office time for collaboration, connection, and creativity, while allowing remote work for focus and productivity.
Gen Z is also shaping expectations around hybrid working. UK research suggests many younger professionals value flexibility but also see time in the office as important for collaboration, learning and access to mentorship. Rather than choosing between remote or office-based work, Gen Z is driving a more balanced approach. One that combines purposeful office presence with the freedom to manage their time.
Employees are also seeking alternative arrangements such as compressed hours, job sharing, or outcome-based working, where success is measured by results rather than time spent at a desk. The common thread is trust; people want the autonomy to work in a way that fits their lives while still delivering high-quality outcomes.
Why It Matters to Employers
From a recruitment perspective, flexible working has become a powerful attraction and retention tool. Candidates actively ask about hybrid policies early in the hiring process, and employees are more likely to stay where they feel supported and trusted.
When done well, flexibility can also boost productivity, reduce burnout, and lower costs related to office space and absenteeism. However, inconsistency or unclear expectations can quickly undermine these benefits.
Making Hybrid Work in Practice
Successful hybrid working doesn’t happen by accident. It requires clear guidelines, capable managers, and a consistent approach across the business. Office days should have purpose and be focused on collaboration, planning, and relationship-building while remote days allow for uninterrupted work.
Equally important is setting boundaries to avoid an “always available” culture. Clear policies, fair decision-making, and regular check-ins help ensure flexibility supports both performance and wellbeing.
Final Thought
Employees increasingly want clarity on why they should come into the office and how that time adds value.
Organisations that approach hybrid working with purpose are far better placed to attract top talent, build trust, and create sustainable, high-performing teams.
At Venus Recruitment, we’re seeing first-hand how flexible and hybrid policies shape hiring decisions. Getting it right doesn’t just support retention; it can be a competitive advantage.
