Candidates: Are you interviewing and need support?
Prior to the 2020s pandemic, working from home was a rarity, and might even require employees to take a “personal day.” But there has been a dramatic shift in the workplace that demands businesses review their working and hiring processes to accommodate a work-from-home culture. Now it’s the norm for salaried jobs. Is your business prepared to successfully hire and retain new employees, measure their productivity and evolve into a new working world? It’s not going away any time soon, and your organization needs to be prepared.
Multiple studies have been done over the last two years that reveal surprising stats that hiring professionals need to know.
Upwork estimates that 1 in 4 employees in the American workforce worked remotely in 2021 and that the trend will continue at least until 2025. That’s over 35 million Americans.
Employees are demanding flexibility. If you’re a company that refuses to allow remote working (and 44% of companies do not), it’s time to reconsider and work-from-home policy, even if it’s just one day a week. Otherwise, you may not be able to attract the best candidates. The good news is that employees are much more adept at using remote working software tools, including video conferencing, project management tools and cloud computing.
Money invested in digital transformation to accommodate a remote workforce will be money well spent.
(Stats/fact from Apollo Technical)
From a hiring perspective, if your company can effectively support and maintain a remote workforce, your ability to attract new employees increases substantially.
Anyone, Anywhere: Go after the best candidates from anywhere in the country or globally. Whether you’re a local or regional company or a global enterprise, a remote workforce expands your hiring pool exponentially.
Flexibility: Offering a hybrid home/in-office option would be preferred among 72% of surveyed workers. Show candidates they have a choice (if possible).
Technology: Demonstrate that your company is dedicated to a remote working environment with the tools employees need to do their jobs effectively.
Hardware: Less than 1 in 4 companies pay for any costs of home office equipment/furnishings. If your company has the resources, you can get a leg up on the competition by offering the hardware to support working from home.
If your long-term hiring strategy includes a work-from-home option for employees, make sure you showcase this in your hiring process – on your website, job descriptions and other marketing materials. Describe and demonstrate your remote working process, the software and tools you use, the culture you have created and even current employee testimonials.
A hybrid approach to the work week is often high on the list of requirements for a new employee, so if working from home is an option your company offers, it should be front-and-center in your hiring process.
If you can’t hire remotely, how can you work remotely? Make sure your hiring process is seamless, all digital and optimized for a mobile experience. Of course you want to showcase your remote workspace options to candidates, but you can also demonstrate you know what you’re doing if your remote hiring process is sharp and polished.
Hiring software tools, like HireVue, can help manage your remote hiring process and integrate with your current ATS. From the first engagement through hiring and onboarding a newly hired candidate, these software tools automate and assist with every step in your digital hiring process, including communication and engagement, scheduling, structuring interviews, video interviewing, assessments and more.
Nearly 1 in 4 employees would take a 10% pay cut to work from home on a permanent basis. That doesn’t mean you should try and pay them less, but it shows how much people want to work from home and why you should hone your remote hiring strategies. Some common mistakes for remote hiring include:
Skills training: From a management perspective, it’s more difficult to train and monitor remote employees. So, it’s imperative that your candidates have the right skills for the job, including being a self-starter. If a candidate wants to work from home, but needs a lot of supervision, they may not be the best fit for your company. Utilize skills assessment tests to ensure they have what you’re looking for, as well as being able to work independently.
Bridge the gap: There is often a gap between the expectations of employers and employees in working remotely. It’s paramount that your candidates understand your policies from the start. It’s up to your remote hiring team to establish policies and stick with them. Do you expect remote workers to work regular hours or do they have a more flexible schedule? Do you have a dress code? Do you require daily check-ins? If possible, find out how candidates have performed in a remote working environment in their other jobs.
Companies are hiring remotely like never before. Major employers across the country are hiring thousands of remote jobs, as they now have the data to prove remote workers are happy, productive and want to stay that way.
It’s up to you to keep up to speed with the benchmarks in the remote hiring marketplace. Review what other companies are doing on their career websites, social media and other hiring channels. What are they promoting (or not)? What are their key messaging / differentiators? Are they hiring for similar job skills as you? What is their mobile hiring experience like? And paying attention to the competition can also help you understand what’s missing from your remote hiring strategy.
It’s imperative that you’re keeping up and ideally leading the charge.
Studies continue to show that both employers and employees benefit with some kind of work-from-home policy.
Employees save up to $500/year by not commuting.
Employers save up to $11,000 per remote employee.
We all breathe easier. The decline in commuting during the pandemic had a demonstrative impact on the environment. If you live in a large city, you literally saw clearer days Monday through Friday during the pandemic.
Time is money. Eliminating the commute saved 9 billion hours between March and September 2020. People are more productive in a home office rather than sitting in a car or public transportation.
Whether it’s one day a week, full-time or a hybrid remote working environment, now is the time to make sure your hiring process is ready to handle this “new normal” in the workplace.