June 27, 2022
Remember the days when candidates labored over all the details surrounding their office visit to meet your staff? Their clothing. Timing the commute right. The conference rooms jitters. That was the pre-2020 norm for candidates. Remote recruiting happened some, but it was a bit of a novelty.
But then hiring practices revolutionized overnight. Leaders began asking how to recruit for a remote position (even if they expected the role to only be temporarily remote). With the majority of the workforce at home, talent teams had to immediately adapt to remote recruitment. They had to evaluate and adapt and transform. Many companies continue to refine their hiring practices to align with the remote recruiting trend.
In the current landscape of global teams and remote-first companies, candidates often get hired without ever coming to an office. With aspects of the hiring process simplified and the absence of logistics around in-office interviews, recruiters have benefitted from the extra time. Yet many recruiters find it difficult to manage all their open reqs, keep up with detailed internal processes, and provide excellent candidate experiences.
TA teams crave immediate help but outsourcing any or all of the recruiting process doesn’t seem feasible with lean budgets. With resources allocated toward job postings, new technology, and recruiter licenses, many leaders feel their companies can’t afford traditional recruiting agency help. Or could they?
If you’ve wanted to outsource recruiting but found traditional agency recruiting cost prohibitive, OnDemand Recruiting™ could be the type of remote recruiting support that you need.
“With OnDemand, you get a team of experienced and market-savvy recruiters who work directly with your recruiting team to help fill those 27 roles over the next 3 months. This cost-effective solution is structured on hours worked, not crazy percentages of first-year salary and administration fees. Using the latest technology, sourcing and assessment techniques, our experts drive qualified, high-quality talent into your pipeline to fill those roles.”
IMPORTANCE OF REMOTE HIRING
Though few people would have chosen a global pandemic to reshape the world of work, silver linings exist – including a more level playing field in the technology that enables the daily operations of companies.
Life and work integration became a universal reality. People who already worked from home shed stigmas about their professionalism or capabilities based on their home offices. Organizations everywhere — quite likely yours — upgraded technology to support a predominately remote workforce. And the majority of people became comfortable with seeing themselves on video calls and working in the structure of remote teams. This watershed event ushered in the future of work, which inevitably includes dramatic increases in remote and hybrid jobs.
According to Robert Half, key benefits to remote recruiting include accessing a wider talent pool, attracting more skilled applicants, boosting retention, transitioning faster to the future work, and increasing agility and resilience.
“This acceleration toward the future of work and the full embrace of the remote model has helped many businesses achieve greater productivity, increase innovation, and move faster to market with new products and services — during a time of intense business disruption, no less.”
Those who aren’t willing to accommodate the remote trend in a significant way will forge a path that few want to follow. You can see it happening now, even at a few big brand companies. In response to Apple’s RTO plan of three days a week, employees responded with an open letter expressing their displeasure and critique of the plan.
A few weeks later, Elon Musk sent out a memo to Tesla employees mandating that they spend a minimum of 40 hours a week in the office. A response on Twitter went viral and prompted a software company to welcome the Silicon Valley employees to their remote-first company.
In a competitive talent market, companies that prioritize remote work — or at least offer a hybrid choice with flexible options will have a competitive edge. Companies and employees have reaped benefits.
WORKING FROM HOME CHANGED EVERYTHING
In the early COVID-19 days, many people were simply grateful to have a job they could do from home. But things have changed, and they want to retain the significant life-enhancing benefits and cost savings they have realized the past two years.
Time is our most valuable resource that we can never get more of, and employees have embraced the benefits of flexible schedules. Ditching a commute was just one perk. Employees have also saved money on transportation and clothing-related costs.
Along with higher rates of employee satisfaction during this time, companies have benefited from increases in productivity working from home. But people who were disenchanted with their employers or who are unhappy with corporate policies are turning in their computers and signing out of their companies.
The workforce has spoken, and the request is clear. Employees want remote work options with flexibility at the center of hybrid workplaces. Those who will thrive will likely be the ones who can shift to a Results Only Work Environment (ROWE).
What do you need to do to ensure you bring in the best team members for each role who have the emotional intelligence to thrive in this environment and on your particular team? Utilize tools such as Predictive Index which relies on millions of data points to help you “hire the right people, inspire their best work, design dream teams, and sustain engagement for the long haul.”
In this new era, just like the demand for remote jobs, remote recruiting is here to stay. And if you’re scaling, have seasonal hiring needs or niche roles to fill, OnDemand recruiting could be the solution you need to hire efficiently and effectively.
Watch this video to learn more about OnDemand recruiting. Or reach out for a free consultation.
