The coronavirus pandemic has touched every walk of life. As a result, doing things has changed, and these ways have become the new normal.
An Upwork study found that 22% of the American workforce will be working remotely by 2025.
Remote working or employees working away from the office is one of these new normals which has become prominent in almost all the industries.
In the recruitment domain, Hiring remote talent is a new challenge. Companies are looking for suitable talent to fit into this new work model.
Remote working is not something new, but it has evolved into an almost new concept in this era of advanced technology. The advanced platforms such as CodeMonk makes hiring remote talent a bit easy and complicated at the same time.
We’ll discuss all such things in this article, including ‘how to hire remote talent.’ So stay with us till the end.
Remote working is quite lucrative and beneficial not only for the companies but also for employees. Employees get many perks, including the freedom to work from anywhere and anytime (for some companies), Save time and money as there is no need to commute, and overall a more autonomous position.
99% of the workers who worked remotely during the pandemic would like to continue working remotely.
We all know this employee perspective of remote working. But what about companies?
But many people wonder if hiring remote workers is beneficial for the company or not. So let’s look at some benefits of hiring remote workers for the companies.
As we have seen how remote work can be good for the company, It is crucial to be very careful when hiring remote workers. Just as every coin has two sides, there are many advantages and disadvantages for recruiters in hiring remote workers compared to hiring regular office workers.
Let’s take a glance at some factors to consider before hiring remote employees:
When tackling the question “How to hire remote talent?” A clear understanding of what makes an excellent remote worker is essential. Here are some attributes that make an ideal remote talent.
Many feel onboarding is a simple task of welcoming new hires.
However, this is far from the truth. We need to recognize the long-term impact the onboarding experience could have on employees. It gets a bit trickier for remote working as many remote workers may not physically come for the onboarding.
Here are some key points to help create successful onboarding programs for remote workers
It can be a daunting task to monitor remote employees. It is quite plausible for remote employees to just waste time by surfing the internet or taking naps with a million distractions. So it becomes challenging for supervisors or managers to monitor these employees.
As every lock has a key, advanced technology has provided many solutions to this problem. There are many remote computer monitoring software available today.
Cloud-based IT support provides the required tools for managing the remote workforce. Generally, remote monitoring software can provide data for:
Abundant data for root-cause analysis, problem management, incident management, etc. Now, these tools are not only used to find inconsistencies but also to assist remote workers.
According to several market researches, the IT solutions for remote working are expected to grow at an accelerating rate. So now would be the best time to invest in these amazing tools.
Collaboration among teams is vital for achieving goals. It applies to both onsite employees and remote employees. In simple terms, collaboration is working with others to produce results.
Collaboration among teams poses a big challenge, especially if you have remote workers. For instance, if an organization has onsite and remote workers, the latter can feel left out or alienated and not contribute to their full potential.
So, to avoid issues, here somethings that can be handy:
These are a few ways that companies can improve collaboration among teams and reduce any kind of friction in the organization. The improved collaboration will boost creativity and help find innovative solutions to achieve organizational goals.
Hiring remote talent across the globe gives you many advantages but at the same time creates an issue of managing employees in different time zones. This should be decided before hiring remote employees from different countries.
A standard approach of fixing work hours can be used, but it needs to be informed to employees before onboarding. Many employees might not be fine with working at an odd time of the day or night.
A flexible time approach where remote employees can choose the most suitable time as work hours. However, there should be some overlapping work hours for all the team members to facilitate coordination and cooperation. This depends on the nature of the job.
When companies decide to hire remote workers, it needs to be clear with their needs and goals. For example, if a company plans to hire remote workers to save money or exploit global talent, it will be confronted with task and resource allocation issues.
Some ways which can help to tackle this issue are:
The business world is changing fast, and we need to keep up. The remote working model has penetrated most industries across the world. This pandemic forced most companies to adopt this model.
As we have discussed, hiring remote talent can be very beneficial for your company, so if you plan to start or even continue, the points we’ve discussed will come in handy.
Before starting the hiring process, understanding all the points mentioned above is important. Make an optimal plan of action, including onboarding, task allocation, monitoring, etc., to get started.
To begin with the hiring process, get a thorough understanding of what qualities you should be looking for in remote employees and then move according to your plan of action.
Client Services Director