If we have learned anything from the first half of 2020 is that that work is not a place we go to, but rather something we do. With thousands of employees around the world forced to work from home, remote work has now become a thing. According to Forbes, social networking mammoths Twitter and Facebook have both told their employees they can work from home “forever”. While results from a recent survey by Gallup revealed that only a quarter of people working from home would like to return to the office once businesses re-open. Taking this monumental shift into consideration, going forward, employers need to find outstanding talent who are able to perform just as well out of the office, as they would in it. So how should your organization approach the process of finding new, remote-based, team members.
1. Implement Proper Assessment Measures
Pre-employment assessment is an objective way of predicting job performance and fit, for a particular role. These assessments also allow recruiters to make more informed hiring decisions. Although the term ‘assessment’ encompasses quite a wide variety of meanings, in this case focus is drawn more to cognitive assessments, aimed at determining an individual’s critical thinking skills, personality traits, numerical and cognitive ability. The assessment measures should give the recruiter an idea of how the candidate will perform in their job. If the correct measures are not chosen and the incorrect person is hired, it could end up being quite costly for an enterprise, in both time and resources.
2. Provide Attractive Benefits
A generous benefits package has now become essential for companies looking to attract top talent. A survey of more than 1,000 workers by Glassdoor in 2018, revealed that nearly 50% of the workers surveyed were motivated to apply for a role based on the benefits and perks on offer. While working from home can be considered a perk, it is not reason enough to undercut or forego other perks that would come with a remote position. Perks like healthcare, vacation days, loan assistance, gym memberships and free meals, need to be given adequate consideration.
3. Ensure Your Internal Procedures Work Efficiently
It is of paramount importance that internal processes of an enterprise work efficiently when employees are working remotely. Employers need to ensure that there are clear channels of communication as many employees have difficulty with reduced access to managerial support. Lines of communication, access to information and troubleshoot procedures, should be established before a remote worker occupies their role as some workers may be surprised at the time and effort necessary to get information from coworkers or external sources. In some ways, this can be achieved is by establishing daily or weekly calls, using multiple channels of communication, providing opportunities for social engagement (albeit remote) and by offering support and encouragement.
4. Look For the Proper Fit
Finding the right fit for your company is a combination of both art and science. When looking for a remote worker, it is important for managers and recruiters to look for skills that not only fit the company, but also that remote employees should possess. It would serve little purpose for a talented worker, who works extremely efficiently under strict instruction but who is not a self-starter, to work remotely. Recruiters and managers should look for employees who have:
- Good communication skills;
- Great organizational skills;
- Excellent time management; and
- A high level of accountability.
It is important for recruiters to evaluate candidates for these skills, as they are extremely difficult to cultivate.
5. Set Realistic Requirements
Clearly outlining the requirements of the job allows recruiters to be able to identify the corresponding attributes potential employees must have for the role. This, has presented quite a challenge, as the amount of recruitment officers in companies has significantly decreased. Many managers have taken on the responsibility of hiring and set unrealistic expectations, which often leads to various challenges and which may ultimately damage the recruitment process.
Recruiters generally possess the skill of balancing the interests of the employer and the expectations of candidates. A great deal of detail and effort needs to be put in when employing a remote worker. As recruiters are generally able to balance interests, they also have the expertise and tools to form an idea of the interpersonal skills a candidate should possess.
Whether a recruiter or a manager is hiring, it is critical that they set realistic requirements for a candidate, especially for one who will be working remotely. Setting unrealistic requirements, being too selective and being too subjective could jeopardize the recruitment process.
With talent being one of the most important drivers of success, it is crucial for managers and recruiters to make the right hiring decisions. Although there is an endless list of factors that influence who and what the ‘right fit’ is, these 5 points should be given a great deal of consideration when looking to employ a remote worker.
INS Global’s recruitment experts have extensive experience in recruiting across an array of industries such as E-commerce, Food & Beverage, FMCG, Education, Manufacturing, Logistics, Pharmaceutical and Automotive and Staff in Consular Offices. If you are looking to recruit candidates anywhere in Asia, contact us today and let our experts help you find the right talent to take your company to the next level.