Hybrid work goals: How to nail the negotiation in your next job interview

How would you describe your ideal work situation? Do you miss the networking opportunities and social interaction that an office provides, but want to be able to work from home if you have the sniffles or don’t feel like commuting? Maybe you prefer to have weekly meetings in person but find you’re more productive at home when it comes to individual work. Perhaps you simply get bored with routines and want a flexible schedule to fit your mood. No matter your personal reasoning, a hybrid work situation is often a fair compromise and a valuable negotiation tool between workers and employers.

While today’s competitive job market can make it feel like candidates have little to no leverage when it comes to negotiating in an interview, it’s important to know if hybrid work is a viable option for the position you’re applying for. So, how can you bring up the subject and advocate for your need for a more flexible working arrangement?

Are you dreading the RTO?

Remote and hybrid work became mainstream in the wake of the pandemic, and for a while, it appeared that working from home was the new normal as workers grew accustomed to the newfound flexibility that arose from not working a 9 to 5 in the office. From childcare to reduced commutes and better work-life balance, it seemed that the benefits of hybrid work were undeniable.

However, more and more companies have started rolling back the flexibility they once extended to their workers, doling out return-to-office policies that are leaving many workers feeling disgruntled. For those who have structured their lives around a hybrid schedule, it may be non-negotiable for them when looking for a new job or learning their current company is forcing employees back into the office.

Is hybrid work a negotiable perk?

If you’re on the job hunt, you may feel like you need to sacrifice your desire for hybrid work if it becomes an obstacle to landing a new job. However, don’t be so quick to abandon your needs when it comes to where and how you work. So, if you’re wondering if hybrid work is a negotiable perk, the answer is: it depends. According to Heidi Scott Giusto, PhD, a professional interview coach, the job listing is the first indicator. Read through the description thoroughly, and if the possibility of remote work still seems vague, there are a few key things you can do before and during an interview.

Another key thing to consider is whether hybrid work is negotiable for you. Remember that remote and hybrid work are necessary for many people, and not just an extra perk. For those with limited childcare, chronic illness, inability to commute, and much more, the ability to work from home is a dealbreaker for many workers. So, before you accept an interview it’s important to know whether a full-time in-office position is something you can commit to.

Do your research

If the job description doesn’t give a concrete answer on whether the job is fully in-office or not, you may want to do some more research before applying or arriving for an interview. While you might not find a company’s RTO policy online, a quick search could show you any major red flags. For instance, if executive leadership has been vocal about their desire for workers to return to the office in the news or on LinkedIn. You can also use resources like Glassdoor to see company reviews which can give you crucial insights into the company culture. If you want to take a more direct approach, you can also reach out to current employees for an informational interview to gain a better understanding of work-life balance.

Context is everything

Going into an interview, it’s important to have realistic expectations and a plan to negotiate. Scott Giusto says “When advocating for a hybrid position during an interview, context is critical. First, realize that it might be a hard sell if the job posting stated the position required being in the office or on-site full-time. In this case, consider asking about the culture and whether some people work a hybrid schedule. This can provide an indication if hybrid might be an option at some point, even if it isn’t initially.” So, before asking outright if you could work remotely, you can start with leading questions about other employees or overall company policy to gain a sense of the company’s perspective on the concept of hybrid work. You don’t want to get into logistics too early in the recruitment process.

Bring up the benefits

While many employers still embrace the positive effects of hybrid, you may encounter a recruiter who is hesitant to negotiate potential flexibility. In that case, you should focus on the evidence. “I encourage interviewees to discuss the benefits of a hybrid role in an evidence-based way. If you switched to a hybrid position in a previous role, for example, you could bring up how your productivity increased, which led to clear wins for the company—and name those wins. For instance, maybe you secured more business by working flexible hours that better suited customers in different time zones,” says Scott Giusto.

When discussing why you should be able to work remotely, don’t focus too much on yourself. While most of the effects of hybrid work benefit workers, there are incentives for employers as well, so be sure to emphasize those in an interview. You want to show that a flexible working arrangement would be beneficial for both parties. So, what are the top talking points?

1. Work-life balance

As the most obvious benefit of hybrid or remote work, improved work-life balance doesn’t only help workers. Poor balance between the professional and personal can lead to declining mental health, low engagement, and even burnout. Burnout can be the kiss of death for workers struggling with job satisfaction, as it hurts performance and is difficult to come back from. However, hybrid workers are 26% less likely to experience burnout.

2. Productivity

This is one perk that emerged fairly early in the rise of remote work, as companies investigated if working from home was hurting their bottom line. Spoiler alert: it wasn’t. In fact productivity rose due to the benefits of a flexible schedule and today, hybrid workers are 6% more engaged than on-site employees.

3. Flexibility & adaptability

Flexibility isn’t only in the pros column from a worker’s perspective, but it can benefit employers too. Not having the same routine every day or being stuck in an office can help you stay creative when it comes to work. If creativity is important to your potential employer, they may be interested to know that people with access to remote work are 63% more likely to report feeling innovative!

4. Employee satisfaction & retention

While these things can hurt performance, they also lead to higher turnover as employees search for a more flexible environment. In fact, hybrid workers are 9% less likely to change companies than workers who are in the office full-time.

5. Financial savings

Perhaps the most enticing benefit for employers is the financial savings of remote work. From reduced need for expensive office space, reimbursements for travel and food, and even tax costs, hybrid workers cost significantly less than their in-office counterparts. One study even found that companies could save up to $20,000 per remote employee each year. That’s not chump change!

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