How To Attract Remote Workers To Your Company

How To Attract Remote Workers

Published on February 22nd, 2023

Free of dress codes and commutes, remote work has many appealing qualities. It’s convenient. It fosters a more natural work-life balance. It reduces a company’s physical space needs. As a result, it’s growing in popularity with workers and companies alike.

But the increased popularity of remote work options hasn’t necessarily made securing highly qualified talent any easier. Simply offering a flexible work environment isn’t enough to attract top performers. With stiff competition for remote employees, companies really have to sell themselves to applicants. Here are a few ways to attract the right remote workers.

Expand Your Applicant Pool

If your company is struggling with remote recruitment, it may be worthwhile to look into expanding your reach.

That could include posting on more job sites and working with job placement companies. It may require specialized training of human resource professionals to know precisely what to look out for.

And those are great strategies. But one of the best ways to diversify your applicant pool is by casting your hiring net in other countries.

You can make this easier by engaging a trustworthy employer of record, which can hire global employees on your behalf. An EOR also handles administrative and payroll responsibilities, making the whole process that much smoother.

Given the competition for remote workers, it’s worthwhile to consider hiring beyond your borders and engaging an EOR for assistance.

At the very least, these service providers can open doors to new applicants. That alone can help create a more diverse talent pool to help your business succeed.

Be Clear On Your Remote Work Specifications

It goes without saying that job candidates don’t like to be misled. But all too often, job postings are unclear — perhaps with the goal of increasing applications.

If applicants detect a bait-and-switch, they’ll be annoyed — and likely to say so on social media. That’s a sure way to deter remote workers from joining your company, while tarnishing your reputation in the process.

If a job is remote-eligible, state that clearly in the posting. Depending on the platform, it may even make sense to have it in the title of the job.

Similarly, if a role is hybrid or hybrid-preferred with remote flex days, spell that out plainly. Both casual and serious job seekers will appreciate the clarity.

Sharing location requirements is key, too. If employees are expected to live in a certain time zone or within certain states, detail that in every applicable posting. You want to avoid making the posting too long, but it’s better to offer more information than less.

While you’ll likely deter some applicants by being blunt about your remote work specs, it’s better to weed them out than waste time.

At the end of the day, you want your positions to be filled with the right people for the job. But they also have to meet your company’s requirements. Communicating thoroughly is the best way to ensure the right fit for both parties.

Prioritize Training And Tools

Remote work requires a lot from employees, especially new ones. Those employees are typically onboarded without much face-to-face interaction and have to learn as they go. Training them on the tools they need to do their job is vital to this process.

Create job aids for the tools you use most and ensure they cover as many facets as possible. It’s easy to forget how challenging learning a new tool is when you’ve been using it every day for years.

So try to boil it down to the most basic of instructions and build from there. Cover things like the commands used in the tool, navigation, and tips and tricks that make it easier to use.

While reference documents are great, new hires may still have questions. Schedule a training session with experts in the tool to go over anything else.

Sometimes it’s easier to ask questions in one-on-one calls, so don’t underestimate their value. Plus, that individual time allows for bonding between your veterans and newcomers, creating a more welcoming environment.

Highlight your training opportunities to make yourself attractive to job applicants. A plan for continued improvement and access to experts is something most job seekers will value.

It shows that your company isn’t just trying to fill seats, it’s trying to foster careers. And that can make your company a place people really want to work.

Be Transparent About Salary And Benefits

In an ideal world, people would work simply because they love what they do. In the real world, people may enjoy their work, but most do it to earn funds to support their lifestyle.

That means they need straight talk about the salary ranges and benefits related to the role they’re applying to. From health insurance to stock options, these details can be impactful in a job hunt.

One of the best things about remote work is the opportunity to live and work flexibly. However, the cost of living can vary from place to place. That creates a strong need for certain criteria to be met before a job seeker can take a job.

Someone living in San Francisco probably can’t survive on the salary offered by a company in rural Iowa — not without adjustments, anyhow.

That’s not to say you have to match the highest salaries out there. For example, if your company’s healthcare and 401(k) plan options are stellar, they may justify more modest base pay.

Or perhaps your bonus structure makes up for a lower-than-desired base salary. However, without that knowledge, potential employees aren’t able to make an informed decision.

Being transparent about compensation helps both companies and candidates. When job hunting, applicants can avoid applying to a role that doesn’t meet their salary standards.

That frees them up to pursue other opportunities that do. For their part, companies won’t waste time on applicants who won’t work out, salary-wise. Instead, they’ll be able to focus on talent that will.

Let The Hiring Begin

In the ebbs and flows of the job market, sometimes companies have the upper hand, and sometimes candidates do.

However, it’s mutually beneficial for both parties to find the right fit. Implementing these strategies can make that possible, producing better, more effective business results.

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