This year's situation is our own personal experience, because of the epidemic, many enterprises and even internet enterprises have been affected, and accompanied by the beginning of telecommuting. Teleworking at home only requires a computer or even a mobile phone, which avoids personal contact and effectively controls the development of the epidemic.

But that's it? Actually, it is not. First of all, on the surface, if everyone works from home and doesn't go to the company, the operating cost of the company will be much lower. The simplest thing is to save water and electricity, which is also a big expense for a big company.

In addition, communication efficiency is higher. Although communication is through the internet or telephone, no one wants or is willing to sit in front of the computer with the camera on for hours. Therefore, there is less time for a meeting to communicate, so it is enough to land the plan quickly, and then the relevant personnel will implement it. Unlike ordinary meetings, we discuss business 20 minutes before the meeting room, then spend an hour or two relaxing, chatting and having fun, and finally spend 10 minutes summarizing the business problems of the first 20 minutes. The problem originally solved in half an hour is just a three-hour meeting, but it will not be like this at home and remotely, and it is more efficient.

These are the functions of flexible employment, and real flexible employment can also save labor costs for enterprises.

What is the cost of recruiting a suitable employee?

Let me explain the time cost first.

First of all, the employing department puts forward the employment demand with the HR department, and needs to communicate with HR about the occupation and skills of this position, which is a cost.

It also takes time for HR to post the screened candidates on the recruitment website.

The next step is to interview candidates, which is the most time-consuming and experienced, involving the first side of the employing department, the second side of the department leader and the third side of HR. There is a link in the middle that is inappropriate and needs to be re-selected and started again. It often takes interviews with several people or even a dozen people to recruit a suitable candidate from them.

Then, the applicant will join the company, study the company's business (of course, experienced veterans can skip this step), and then go to work. During this trip, a project may have been half finished.

If you choose flexible employment, it will be different. Not only can you save a large part of the cost, but you can also ensure that you are looking for experienced veterans who can work directly, so that you can advance the work project faster and speed up the efficient completion of the work.

In addition, accepting employment does not mean signing an employment agreement, and it will also save employees from paying social security fees such as five insurances and one gold for other regular employees. This is also a big expense for enterprises.

In fact, there are many benefits of flexible employment, so I won't go into details here. I think the other answers are much better. You can go and see more. Let me talk about a flexible employment platform that I am using myself, the cloud teammate remote working platform. I'll just send a screenshot of the platform advantages, so I won't code it. After all, I am still a little lazy. . . . . .

Cloud teammate remote working platform screenshot

I think this platform is better in the above four aspects, especially transparency and safe settlement, which makes me feel the best. Really achieved no pains, no gains, and improved efficiency. I think it's good.

I think flexible employment is a general trend. In the future, the flexible use of trade unions in other posts will be more and more extensive, especially in technical posts and operational posts, which is a good development trend for enterprises and individuals.