The document discusses the evolution of work, particularly how virtual and remote work are reshaping job roles and recruitment strategies. It emphasizes the importance of adaptability for both employees and employers as flexibility, technology, and global networking become critical components of the modern workplace. Additionally, it offers guidance on how to successfully navigate remote work, including tips for job seekers and those currently working remotely.

1. THE EVOLUTION OF WORK:
MAXIMIZING
VIRTUAL
WORK
JOCELYN LINCOLN

2. /02
Are you ready for the future of work?
Think for a moment about your next job. What will it be like? Where will it be?
How will you find it? And most of all, how will it find you?
Work itself is becoming increasingly flexible, global, and networked. Work is an act of
co-creation. It is something we are, not just something we do.
A number of key global trends have emerged that are changing the landscape for
today’s worker. In response to these trends, recruiters, hiring managers, and HR teams
are changing the way they source candidates, how they advertise their vacancies, and
even how they enable work to be completed.
This means that workers must alter their own job-seeking and collaborative working
behavior to secure the roles they really want.
The Evolution of Work is an ebook series that will look at trends that are reshaping
today’s workplace to help you understand how they will affect your work, how you secure
work, and ultimately, your career path.
INTRODUCTION
“If you understand the
independent worker, the
self-employed professional,
the freelancer, the e-lancer,
the temp, you understand
how work and business in
the U.S. operate today.”
AMERICAN AUTHOR
DANIEL H. PINK

3. THE VIRTUAL
WORKER
/03

4. Getting to know the virtual worker
Agility and responsiveness are key to thriving in today’s workplace, primarily
because work is becoming more about what employees do and far less about where
they do it.
The growing influence of technology, social media, and mobile communication now
makes it possible for most knowledge work and team activity to occur remotely or
virtually. Free and low-cost tools such as Skype®
, FaceTime®
, and Google®
Hangouts have
made virtual meetings accessible to all workers with reliable Internet connections.
Remote work offers global opportunities for talent who seek to match their skills with
the companies and available positions that exist beyond the constraints of a physical
commute. It allows top talent, no longer bound by geography, to work wherever they
want to work, especially if their skill sets or occupations are in high demand.
Consequently, the virtual worker is often:
• technologically savvy
• comfortable working independently
• adept at balancing flexibility with strong processes and governance
• an effective communicator
THE VIRTUAL WORKER
VIRTUAL WORK
DEFINED:
Virtual work, often referred
to as remote work or
telecommuting, enables
the delivery of a task or
role via technology from
a location other than a
traditional workplace.
/04

5. Is virtual work right for you?
Before committing to a virtual role, it’s important to assess if telecommuting is the
right choice for you. Ask yourself the following questions:
• When mapping out your career priorities, where does the ability to work remotely fall in
order of importance in comparison to salary, benefits, access to continued education,
and work-life balance? Is it important to minimize the time and costs of a daily commute,
allowing you to spend more time with your family or on your personal projects?
• Are there circumstances that limit your ability to commit to a traditional work
arrangement? Perhaps you recently moved for your spouse’s job and had to leave
your former employer; you have a disability that makes travel challenging;
or you’re a caregiver to young children or a sick family member. In these
situations, virtual work can be an effective solution that allows you to remain
professionally active.
• Do you have access to a space you can use as a home office, where you won’t
be disturbed? Being able to work the required number of hours is key to being a
successful virtual employee.
THE VIRTUAL WORKER
AS A VIRTUAL
WORKER, YOU NEED
TO ACT AS YOUR OWN
MANAGER TO ENSURE
YOUR PERFORMANCE
MEETS EXPECTATIONS.
/05

6. • Are you good at structuring your time to meet objectives? As a virtual worker, you
need to act as your own manager to ensure your performance meets expectations.
• Do you have effective communication skills? Without as much face time as in a
regular office setting, you need well-honed written and verbal skills that allow you to
maintain relationships with the team at the office, as well as with clients or customers.
• Are you tech-savvy? Without an IT department to always rely on, you’ll need a solid
understanding of the equipment you’re using to do your job.
THE VIRTUAL WORKER /06

7. LEVERAGING
VIRTUAL WORK
/07

8. What you need to know about virtual work
The technology may be readily available, but not every job lends itself
to virtual or remote participation.
Those tasks and roles that are best suited to remote delivery are those found within
knowledge economies, i.e. developed industries and occupations that rely less on
primary industry and labor and more on highly educated and creative workers who
deliver services.
Many organizations face restrictions—either culturally, technologically, or both—that can
hinder smooth transitions to virtual work. And though not all organizations recognize or
support virtual work, the trend is gaining ground every day.
Here are just a few examples of how policies and flexible work cultures differ:
• Cisco®
– The average Cisco employee works from home two days per week.
Examples of Cisco telecommuters include voice engineers, network engineers, and
sales representatives.
• Deloitte – Deloitte offers an extensive telecommute program: over 86 percent1
of
Deloitte employees (auditors, consultants, etc.) work remotely.
LEVERAGING VIRTUAL WORK
OF DELOITTE
EMPLOYEES (AUDITORS,
CONSULTANTS, ETC.)
WORK REMOTELY.
86%
1 http://www.businessresearchguide.com/the-top-10-best-companies-for-working-from-home-and-remote-employees/
/08

9. • Netflix®
– Netflix has a “Freedom and Responsibility” policy; unlimited flexibility with
high demands for performance have created a motivated, talented workforce.
• Xerox®
– Xerox offers a Virtual Workforce Program and currently has more than
5,000 employees who work from home. Remote positions with this company include
customer care, tech support, data entry, and administrative support.2
• Yahoo!®
– The popular Yahoo telecommute policy was revoked in early 2013,
reportedly to create a more cohesive company where employees’ interactions
enhance creativity and productivity.
LEVERAGING VIRTUAL WORK
2 http://www.xerox.com
XEROX EMPLOYEES
WORK FROM HOME.
+5,000
/09

10. Leverage the remote working trend
in your current position
Close to one-third of the workforce (29 percent) works remotely3
for at least
part of the workweek.
If flexibility is something you want and need in your work, make it your priority to
properly understand your own company’s policy on the subject.
If your employer supports remote work, propose a six-month trial period. Show your boss
how a remote work arrangement can benefit everybody. Include the following points:
• The most recent statistics on remote workers. Global Workplace Analytics offers
up-to-date information about the number of employees who telecommute.
You can also cite other studies and sources.
• How your productivity will increase due to fewer distractions, shorter commute time,
increased concentration, and heightened job satisfaction.
• How working from home could greatly contribute to your need for better work-life
balance, which in turn feeds higher job satisfaction and productivity.
LEVERAGING VIRTUAL WORK
3 Kelly Global Workforce IndexTM, 2013
CONSIDER PREPARING
A PROPOSAL FOR A
SIX-MONTH TRIAL
PERIOD. SHOW YOUR
BOSS HOW A REMOTE
WORK ARRANGEMENT
CAN BENEFIT
EVERYBODY.
/10

11. /11
• How working from home reduces costs to the company in terms of office space,
materials, and other location-related expenses.
• How reducing or eliminating your daily commute aligns with your
environmentally conscious values. If your company has a “green” policy,
leverage it.
If your organization doesn’t have a policy in place, consider researching existing
policies and examples from other organizations in your industry. Citing other
companies as examples, create a report with statistics on the benefits of a remote
work policy for both employer and employees, and present it to your supervisor
along with a proposal for a six-month trial period.
You can start by researching the list of the top 20 companies for flexible work in
2014, many of which operate in the technology fields.
LEVERAGING VIRTUAL WORK
4 http://www.forbes.com/sites/laurashin/2014/01/17/work-from-home-the-top-100-companies-offering-flexible-jobs-in-2014/
Xerox®
UnitedHealth Group®
Dell®
Aetna®
American Express®
TOP 20
COMPANIES FOR
FLEXIBLE WORK4
Overland Solutions Inc.®
CyberCoders®
U.S. Department of
Transportation
SAP®
PayJunction
Connections Academy
Apple®
IBM®
HD Supply
Salesforce®
First Data®
Humana®
Westat
K12 Inc.
ADP®
/11

12. Searching for a job with more flexibility
If you’re looking for a new job, make sure to find out about a potential
employer’s remote work policy in advance.
When working with a recruiter, discuss your preference for virtual work. Your recruiter
will know more about companies’ remote work policies and can advise you on
potential positions.
You can find out whether an employer is open to remote work arrangements by using
your social networking skills to ask current employees. Pose the question to your contacts
on LinkedIn®
, or join the company’s online talent community and reach out to those with
insider knowledge.
When you’re being considered for a position, use your discretion as to the best timing
to inquire about virtual work opportunities. Before broaching the subject, however, make
sure to review all public information on the company that pertains to its work policies.
With some employers, the topic will come up in your first interview, while others might
not bring it up unless you ask.
LEVERAGING VIRTUAL WORK
TOP VIRTUAL JOBS:
Software development engineer
Utilization management nurse
Product research analyst
School psychologist
IT security analyst or auditor
Database administrator
IT systems analyst
Medical review physician
Pharmacist consultant
Web developer
/12

13. Tips for those who currently work remotely
If you’re currently working remotely, the following advice will help you stay
productive and on course, both personally and professionally.
• Remember to manage your career. If you’re not physically in the office, you might
not be the obvious choice for high-profile projects and promotions. By actively
managing your career and knowing how you want to advance, you’ll know when
to speak to your manager about more responsibility and how to make choices that
support your progress.
• Separate work hours from your personal time. Establish boundaries and stick to
them. Create blackout times, such as weekends or weeknights after 7 p.m., and
clearly communicate to others when you will and won’t be reachable. Unless it is
critical to do so, don’t send or respond to business emails during these times, but do
make sure you’re available during established working hours.
• Stay connected. Set aside time for collaboration and regular team check-ins via
virtual meeting tools. Ask your manager to ensure all team meetings include yourself
and any other virtual team members. Too often, this can be a missed step for many
remote workers.
LEVERAGING VIRTUAL WORK
CREATE BLACKOUT
TIMES, SUCH AS
WEEKENDS OR
WEEKNIGHTS AFTER
7 P.M., AND CLEARLY
COMMUNICATE TO
OTHERS WHEN YOU
WILL AND WON’T
BE REACHABLE.
/13

14. LEVERAGING VIRTUAL WORK
MAKE YOURSELF AVAILABLE
TO YOUR REMOTE TEAM.
Employees working remotely can’t
simply drop by your office if they
have concerns, so establish set
times during which they can reach
out to you for guidance.
ESTABLISH SCHEDULES
AND DEADLINES. Use shared
calendars to help your employees
plan their schedules and ensure
they meet all their deadlines.
DON’T BE AFRAID TO PICK
UP THE PHONE. Though
email is an efficient method of
communication, the finer nuances
of regular conversation can get
lost in writing. When a situation
arises that could benefit from a
conversation, remember to call
your employee to make sure
you’re both on the same page.
• Maintain good relations with the team at the office. Even if you’re not physically
in the same space, you’re still part of the same company. Make sure to be courteous,
interested, and diplomatic at all times.
• Keep networking. Working remotely doesn’t have to limit your access to
networking opportunities. For those who work remotely, professional organizations
that can inform you as to what’s ahead in your industry become more important than
ever. Simultaneously, use social networks to virtually connect with thought leaders in
your field.
By following these tips, you can ensure that working remotely doesn’t limit your
opportunity for advancement. In today’s evolving work environment, managing a team
remotely is a reality, too.
CONSIDER THESE GUIDELINES WHEN SUPERVISING REMOTELY:
/14

15. Tips for remote interviewing
Some positions are virtual from the outset and may begin with job interviews via
Skype or other teleconferencing software.
When preparing for a remote interview, keep the following tips in mind:
• Know your technology. Ask the interviewer ahead of time what teleconferencing
software will be used and set an hour aside to practice it. Make sure you know how to
join the conference, as well as how to adjust your video and audio settings.
• Prepare an appropriate setting. It’s best to select a room in your home that’s free of
clutter and visual distractions. Check the lighting to make sure you’re not backlit, and
close the windows to minimize sounds from outdoors.
• Make sure you won’t be disturbed. Explain to any family members or roommates
that you can’t be disturbed for the duration of the interview. If you have small
children, ask a friend or neighbour to babysit. Put pets in another room where they
won’t distract you or react to the interviewer on the screen. And finally, if you don’t
need it for the interview, turn off your mobile phone.
LEVERAGING VIRTUAL WORK
A VIRTUAL INTERVIEW
IS JUST AS FORMAL
AS A CONVENTIONAL
INTERVIEW, SO PREPARE
PROPERLY AHEAD OF
TIME AND BEHAVE AS
YOU WOULD IN ANY
PROFESSIONAL SETTING.
/15

16. • Look the part. A virtual interview is just as formal as a conventional interview,
so make sure you’re dressed appropriately and behave as you would in any
professional setting.
• Communicate properly. As much as possible, focus your eyes on your computer’s
camera, not on the image on the screen. This gives the interviewer the impression
you’re looking directly at him or her instead of looking off to the side. Speak clearly
and loudly enough for the microphone to transmit your words properly.
LEVERAGING VIRTUAL WORK /16

17. WHAT THE
NOT-SO-DISTANT
FUTURE LOOKS LIKE
/17

18. THE PROJECTED
NUMBER OF THOSE WHO
WILL REGULARLY WORK
FROM HOME IN 2016
THE NUMBER OF
AMERICANS WHO
WILL TELECOMMUTE
AT LEAST ONE DAY A
MONTH BY 2018
WHAT THE NOT-SO-DISTANT FUTURE LOOKS LIKE
Remote work means new possibilities
Centralized offices will evolve, providing a greater variety of work settings to
support collaboration and diversity regarding work preferences.
Employees will increasingly work in other distributed workplaces: at home, satellite
offices, supplier and customer locations, and off-shore.
The rise of the “third place” will continue. This means people will increasingly use
community spaces such as coffee shops and libraries to engage in and complete work.
Moreover, the number of co-working spaces—communal offices for individuals and
start-ups that offer economy and community, as well as collaborative opportunities—
is on the rise.
Remote work options will also broaden the candidate pool. This means workers
and organizations will be competing with many others outside their own
geographical location.
The increasing availability of virtual and remote work also opens up the candidate pool
for people who are unable, for any reason, to attend a workplace. This includes people
caring for others, as well as workers managing chronic illnesses or disabilities.
5 The State of Telework in the U.S www.globalworkplaceanalytics.com/whitepapers.
4.9m
50m
Source: GlobalWorkplaceAnalytics.com.5
/18

19. We’ve already entered a new era of job searching—
one where candidates don’t find jobs; jobs find them.
Careers are partnerships. That part hasn’t changed. What has radically altered is how
those partnerships are formed, implemented, and sustained between individuals
and organizations. Virtual work is just one factor that’s shaping the evolution of the
employment market. The key to your career success is to understand how you can make
this change work for you.
CONCLUSION
SOURCES:
• http://www.kellyservices.us/US/Careers/Candidate-Resource-Center/Career-Tips-and-Tools/Is-
Working-from-Home-Right-for-You_-10-Things-to-Consider/#.VKrrgmTF8Wh
• http://www.businessnewsdaily.com/4157-telecommuting-factors.html
• http://www.globalworkplaceanalytics.com/telecommuting-statistics
• http://www.globalworkplaceanalytics.com/whitepapers
• http://www.virtualvocations.com/blog/find-telecommuting-jobs/telecommuting-job-leads/
the-best-telecommute-jobs-of-2014/
/19

20. /20
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puts a new employee to work every 33 seconds, and every
four minutes one gets hired directly by a Kelly customer.
Search for jobs on our Kelly Career Network®
or visit
kellyservices.com to get started today.

21. EXIT
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ABOUT KELLY SERVICES®
Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a
comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,
temporary-to-hire, and direct-hire basis. Serving clients around the globe, Kelly provided employment to
approximately 540,000 employees in 2013. Revenue in 2013 was $5.4 billion. Visit kellyservices.com and connect
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, a free iPad®
app by Kelly Services.
ABOUT THE AUTHOR
JOCELYN LINCOLN is the vice president of Americas Recruiting CoE for
Kelly Services, Inc. In this role she is responsible for candidate sourcing and
recruiting strategies. She holds a master’s degree in marketing from the
University of Detroit-Mercy and a bachelor’s degree in advertising from
Michigan State University.
kellyservices.com