The combination of Covid-19 and the shift to remote working may have changed the way people live and work forever. Those with significant commute times are particularly pleased by the opportunity to work from home.
We’ve already seen that most employees enjoy remote work. And for many businesses, recent events have put the remote productivity vs. on-site productivity debate to bed.
Provided staff have clear goals and support, productivity is often better when people can organize their own time, in their own space.
In this new landscape, it’s essential to adjust your hiring strategies. Here are some things to consider when seeking new talent:
Look further afield for talent
Those seeking new talent have access to a wider talent pool than ever. With more people working from home, employers have access to talent regardless of their geographic location. Not only does this mean that they have more access to homegrown talent, but that any job that can be performed from any place on the planet with a sufficient internet connection.
Leverage a wider talent pool
With the rise of remote working, businesses can now employ people from almost any geographic location. Not only does this mean a wider talent pool, but it can also lead to more diverse teams.
People with disabilities or those committed to looking after small children, for example, may, at last, be better able to provide their skills and abilities to companies that need them.
Make the most of this growing and eager workforce by being aware of its existence and widening your search to include them.
Offer perks and opportunities to connect virtually
Working from home means avoiding the usual 9-5, office-centric routine, which can too often be aligned with inefficient processes and a lack of productivity.
While remote working has its own perks, it’s important to offer additional benefits, too.
Virtual events that inspire a sense of community are a good idea. Allowing workers to customize their workdays and hours is often productive.
A hybrid model is likely
For most businesses, a balanced approach involving some remote work and some work on-site is likely.
A hybrid solution caters to both kinds of candidates and various employer needs. And not all jobs can be performed remotely.
We recommend working on a hybrid model that maximizes the benefits of remote work while mitigating associated problems, such as isolation and stifled innovation.
Training
Businesses shouldn’t expect people to work remotely just because it’s a growing trend.
It’s important to be a part of the solution. Companies can do this by offering training to help people learn the tools and practices required to work successfully from home.
It’s up to managers and business leaders to facilitate remote work and online collaboration via appropriate management, training, motivation, and evaluation.
Social skills
Soft skills, including emotional intelligence and communication, are more valuable than ever. Teams are more diverse, culturally and geographically.
This can make collaboration challenging without excellent leadership and people skills. Make sure to prioritize these transferable skills when seeking candidates.
Sustainability
The COVID-19 pandemic has resulted in the loss of millions of full-time jobs worldwide. To attract quality talent back to the workplace, it will help to offer more security. This might take the form of benefits such as healthcare and retirement.
Recent trends mean that businesses and potential employees around the world have more opportunities to level the playing field.
Make the most of these changes by keeping an eye on developments and securing more diverse, skilled workers in geographic areas that may otherwise have been unavailable.