Remote employment will continue to exist, but it will no longer be the differentiator it once was. Use new methods to attract new talent.
You’ll need to stay ahead of the competition by using a few fresh methods to attract exceptional employees. Two years ago, merely providing remote work was a positive perk and attracted top talent.
Today, though, just stating that you’re willing to allow work from home isn’t enough. To set your company apart and attract the best-of-the-best applicants, you must go above and beyond. The truth is that remote work isn’t as fascinating as it once was. It’s part of everyday life.
According to FlexJobs, between 66 and 70 percent of businesses are willing to enable at least part-time virtual work. That’s a significant number, and it demonstrates how common and even anticipated remote labor has become in many fields.
So, how can you keep on the cutting edge of the remote-work trend? Consider incorporating some of the most recent trends into your sourcing, onboarding, and retention plans. You have to hire the right team.
1. Take your employment hunt to the next level by going worldwide.
For many firms, the prospect of hiring overseas personnel might be daunting. “They don’t speak decent English!” is a common cry.
According to a worldwide workforce survey from global HR platform Remote, 30 percent of businesses consider foreign country rules and regulations as possible stumbling obstacles for remote hiring. Though this is reasonable, it doesn’t have to prevent you from casting a broader net searching for outstanding employees.
Instead of dismissing the thought of hiring individuals from any place, seek out an HR department partner who can assist you. You should try to discover one with experience recruiting in the areas you’re interested in. You and your partner may create anything from job postings to payroll settings that keep your company compliant while enabling you to expand your workforce.
If you’re still worried about having remote employees worldwide, concentrate your search on applicants who reside in set time zones. You’ll have an easier time scheduling meetings and motivating your team to operate this way synchronously. However, you may still broaden your appeal by bringing in a more varied set of artists.
2. Make your choice to go hybrid or entirely remote as soon as possible.
During 2020 and 2021, maybe you relocated all of your employees to faraway locations. It’s now up to you to decide exactly what to do next.
Whether or whether you plan to hire additional people, you must choose your company’s future shortly. Are you considering a hybrid functional approach, in which you may telecommute in part but not entirely?
Because some of your workers may be contemplating life changes that might impact their choice to stay with you or leave, they need to know. What life changes are on the horizon? Consider huge movements. Many employees who have gotten used to working remotely like it. So they won’t budge.
They are contemplating migrating to various places since they like it so much. Approximately one-third of remote workers said they would relocate if the chance presented itself. As a result, you can’t afford to wait and see what happens.
Going hybrid may be the correct decision for your firm, but your workers need to know this immediately…especially if they’ve considered leaving.
3. Make your IT stack more remote-friendly.
Is your remote team still using the same technology as when they were in the same office?
Those technologies may have come in handy during Covid’s early shutdown phase. However, if you want to work remotely as your primary mode of communication, they may no longer be relevant.
By mapping your processes, you may begin to untangle all of the loose ends. Ask broad questions of your talent prospect such as, “Is there a digital solution that might automate this process or make communications easier?” Enlist the aid of your team leaders.
Of course, you don’t have to overhaul your processes entirely. However, you may discover that your employees have been using workarounds to close gaps. Give them credit for their tenacity, but complement their “duct-tape” remedies with technology solutions like a project management system or a CRM database.
Do you force new workers to learn clumsy workarounds? If not, it will be considerably more straightforward for them to come up to speed. Furthermore, if you have a good tech stack in place, your organization will project a cutting-edge image to recruits.
Many businesses are still bumbling through their remote arrangements. Your company may show a more attractive face to hidden talent looking to produce their best for a supportive brand by fully embracing remote work.