5 Ways To Make The Most Of Remote Hiring In The Officeless Era

By Tonika Bruce, CEO of Lead Nicely. She helps startups, nonprofits, and leaders WIN with […]

By Tonika Bruce, CEO of Lead Nicely. She helps startups, nonprofits, and leaders WIN with unique & innovative marketing and business strategies!

While companies continue to adapt to hybrid and remote work environments and operations, finding and managing the ideal people for this setup remains the biggest hurdle.

In the past, working in alternative locations was seen as a perk. But, in today’s “officeless” era, it’s increasingly becoming the norm. In fact, according to a study by UpWork, 57% of professionals now work remotely at least part-time. And that number is only going to grow.

The future of work is remote.

A survey by Gartner of CFOs and finance leaders indicates that 74% plan to shift some on-site workforce to permanent remote working. This is no surprise, as the tech giants pioneered this trend in 2020 through 2021, with others like Zillow embracing the idea of making the shift indefinitely.

Even more, an estimated 70% of the workforce will be working remotely part-time by 2025; and in 2027, more people will be working from alternative locations than those in offices.

With companies such as Upwork existing long before Covid-19, some companies were already operating remotely. But the pandemic created the ideal conditions for other organizations to make the jump.

The shift of remote work from an employment perk to the norm post-pandemic has seen professionals enjoying flexibility they never imagined. Instead of predetermined work hours, they can choose their schedules, such as 5 am to 12 noon or 11 am to 6 pm. On top of that, the location possibilities have become endless: coffee shops, libraries, coworking spaces or wherever feels comfortable.

With so many people now working remotely, it is more important than ever to know how to make the most of remote hiring. Here are five ways to do just that.

1. Be intentional in candidate selection.

If you want success with a remote team, even the candidates you choose will need to have a different quality than what you generally look for in in-person hires.

The nature of remote work also means less follow-up and supervision. It requires self-inspired people who can motivate themselves to meet goals even when remote. Look for high-energy individuals with bootstrapping ability.

2. Buff up onboarding processes.

Onboarding sets the stage for engagement and work experience for remote workers.

First impressions matter—and when hiring remotely, there’s minimal chance of meeting. In fact, companies that hire globally may never meet employees in person. So, the first day of work is crucial for new hires. You want employees to feel like part of the team, even if they’ve never met anyone in person and are working from home on their computer screen instead!

The basics to take into account are:

• Ensure remote hires touch base with all key people in the company a week before they hit start.

• Get them set up and busy their first week by providing an orientation schedule in advance.

• Provide relevant work resources to set up before the work day. You also want to keep in touch in the following days to keep their energy up throughout the onboarding process.

3. Diversify your talent acquisition.

Explore diversity at all levels. One perk of remote working and hiring is that you have an extensive pool to choose from, so why stick to candidates with traditional backgrounds? You can hire those outside your state or globally, those with degrees or simply talented individuals. There is something to be said about the trend of talent as a service, which allows companies to outsource skills creatively at a lower cost. Therefore, be open and look at critical skill sets.

Take advantage of the borderless capabilities of officeless work to hire from all geographical locations. If you only limit yourself to hiring within the state or county, you miss out on fresh perspectives and approaches that make remote teams agile.

4. Focus on work done instead of work hours.

Working outside the physical office has changed performance management for better or for worse. If visibility over what workers are doing and employee efficiency is a top priority for you, focus on work done and not simply work hours to gauge efficiency.

5. Invest in remote work and training resources.

Success in remote work does not end with hiring or successful onboarding; you must ensure the team is equipped to thrive in this setup. As a relatively new work environment, there’s a need for professional development programs for the team to learn and grow together. You should also ensure employees are set up with the technology they need to help them succeed.

As the world becomes more digitized and officeless, more jobs can be done remotely. This opens up opportunities for talented individuals who may not live in traditional metropolitan areas. Why shouldn’t companies explore these benefits of a borderless workforce?


The original article can be found at: Forbes (Entrepreneurs)