Remote developers are changing the software industry, and other markets are taking note. Travel companies, betting and gaming brands and even e-commerce companies are branching out in search of top talent, sourcing and interviewing employees from all over the globe. Remote workers are more productive, more engaged, and cost companies less in overhead expenses. As the demand for virtual teams grows, here’s how smart companies can adjust their recruitment strategy to attract top remote talent.
Set up your recruitment process differently
If this is your company’s first time hiring remote workers, there may be some adjustments needed in your process – specifically in how you source resumes. Expand your traditional hiring methods to include new job boards, tap into a new network of people, or work with a company that can help connect you with vetted, qualified remote workers. Here are a few ways to expand your reach to find talented remote workers:
- Post on remote job boards, like WeWorkRemotely, Working Nomads, FlexJobs, or Jobspresso
- Connect with a coworking space to advertise your job to their members
- Ask your employees to send the position out to their networks
- Share widely on social media (and in remote work groups like Digital Nomads Around the World or Female Digital Nomads)
Make sure your website and social media pages are optimized with lots of information about your company culture, benefits, mission, and more. Remember, remote candidates are relying on web search and online resources to learn everything they can about your company. Do some employer branding to make sure they get a full picture of what it would be like to join your team.
Use different language in your job descriptions
How you talk about remote positions will vary in addition to where you promote an open remote role. Be transparent about what you’re seeking: is the position remote-first, remote-friendly, or mixed remote? Let candidates self-select based on your office’s remote work policy.
Then, communicate your company’s philosophy toward remote work. Help applicants understand why a role is remote, and what your organization’s remote work culture is. “Because they’ll be working remotely, it’s important for these candidates to know what they can expect when it comes to communication and collaboration. This will help weed out candidates who are not ready to collaborate in this kind of hyper-communicative environment,” writes Recruitee.
Lastly, be clear about what the requirements for the job are in terms of time zone, flexible schedules, and tools and technology.
Offer the right benefits
Benefits are a big draw for any candidate, but remote workers are looking for something slightly different. Perks like free coffee and a pool table in the break room aren’t going to entice someone to apply for your organization. Think about benefits that will matter most to someone working in a virtual office, for example:
- Health and life insurance
- A hot-desking plan at a coworking space
- Spotify Premium or an Apple gift card so they can listen to tunes while they work
- Professional development opportunities
- A vacation plan (remote workers, contrary to popular belief, work longer hours than most employees – they need time off too!)
Remote employees aren’t that different from their office-based colleagues, but they do have slightly different needs in terms of resources. Make sure that you’re crafting a culture that shows appreciation for their hard work.
Focus on talent, rather than potential
“Everyone talks about hiring great people, but in an office culture you have the luxury of hiring potentially great people that haven’t quite proven themselves yet. You can hire someone straight out of school who’s really smart and give that person hands-on mentorship and guidance so that he or she becomes great over time,” explains HelpScout. In contrast to hiring in-office workers, remote employees already have to have a certain level of excellence. Potential is great – but remote workers need to focus, be self-motivated, and work productively without asking for help.
Of course, there will always be opportunities to provide professional development to remote workers. However, remote workers frequently work in different time zones; and as a result, they need the skills and experience necessary to complete a project without much oversight or hand-holding. Use a skill test or talent assessment to make sure a remote worker has the requisite capability to complete a project, or work with a group like Index that only accepts the top 1% of developers.