How to Go About Recruiting in a Remote Workplace

Remote and hybrid work arrangements have become far more common in modern workplaces in recent years. As many employees were forced to work from home during the COVID-19 pandemic, they and their employers learned that many of their duties could be conducted off-site. In this new era of employment, your organization may enjoy many benefits of offering remote positions; however, these efforts may require a different approach to recruiting as you seek to hire and retain top talent.

Tips for Effective Remote Recruiting

Even the most experienced and versatile HR teams may need to adjust their recruiting and hiring practices when working with remote candidates. These applicants may have significantly different priorities that influence their ideal workplace. Furthermore, finding suitable remote candidates in the first place can be challenging.

To optimize your organization’s remote recruiting practices, consider the following steps:

1. Invest in technology. Ideal use of technological solutions is a critical part of remote work. Introducing yourself using cutting-edge equipment, including high-quality web cameras and microphones, may provide prospective employees with a good first impression and indicate that your company is willing to invest in the resources they will need to enjoy their jobs.

2. Reconsider benefits. Remote employees may prioritize different benefits and incentives than their on-site counterparts. For example, providing a stipend for home office equipment and furniture, allowing for flexible scheduling and providing access to online training and development programs may help attract top talent.

3. Utilize online opportunities. Virtual hiring and networking events may offer similar opportunities as traditional job fairs while allowing your organization to meet with candidates worldwide. Additionally, hosting webinars and promoting your workplace through online job boards can help you reach top talent.

4. Manage online reputation. Cultivate a strong online presence by establishing and maintaining social media accounts with which candidates may interact. Your organization should also monitor online job boards and other websites and pay attention to reviews or feedback, particularly from former interviewees or employees.

5. Request referrals. Your own employees may have already been a valuable resource for finding ideal candidates, and these channels may be even more helpful when recruiting for remote positions. Because remote employees can often work from anywhere in the world, your current workforce may be able to expand their network and refer qualified applicants whose geographic locations would limit their availability for on-site opportunities.

We’re Here to Help

With over 40 years of experience helping employers manage their employee benefits and secure optimal workplace solutions, the dedicated staff at Lyceum Insurance Services is well-equipped to help your organization understand the remote recruitment landscape and optimize your processes. Contact one of our agents today to learn more.

This blog is intended for informational and educational use only. It is not exhaustive and should not be construed as legal advice. Please contact your insurance professional for further information.