At first, many big corporations like Amazon planned to return 60.000 of their employees to the office. However, after the early adjustment period, most employees experienced a productivity boost from working remotely and didn’t want to return to the office.
Getting adapted to such a transition in the workspace showed that revolving to the “old ways” of office-based work was a reason for qualified professionals to start thinking of quitting their jobs.
Amazon had to rethink their strategy and soften the workplace rules.
Microsoft, Google, and Hubspot are some of the other companies that have opted for hybrid models going forward.
Others like Atlassian, Twitter, Shopify, Spotify, and Slack opted for a fully remote approach to work.
Slack’s CEO, Stewart Butterfield, declared that “digital life has moved too far forward during the COVID-19 pandemic for companies to return to former ways of office-based working, even if they wanted to.” Now, work flexibility has become equally or more important than pay.
Inevitably, we need to consider whether and how such significant changes could affect the companies’ businesses, what (new) skills all employees need to master or acquire, and how the hiring process needs to change according to the new environment.
In this article, we cover:
Having a remote job can save you time and money by eliminating your commute and reducing other costs associated with working in a traditional workplace.
Even though full-time work from home brings many benefits, especially when people find their ‘work focus’ in a home setting, particular concerns still affect the employer’s decision to go completely remote.
Some of the main concerns include:
Both employers and employees need to develop new professional skills to adapt to the remote work environment.
In terms of finding a way to bring the office to your home, technology helps people to find a new job and companies employ the right talent.
Technology plays a significant role in alleviating the challenges of working from home.
With a plethora of project management software solutions, customer relationship management tools, communication platforms, and apps available on the market, the remote way of working has opened tremendous opportunities for companies and talent to find professional success and career accomplishments across the globe.
By bringing technology to the worklife, current and future employees need to get proficient in utilizing multiple platforms simultaneously to be productive and effective in completing their daily workload.
Remote hiring or virtual recruiting is the process of companies or their recruiting partners to source, pre-screen, interview, and onboard new employees on a completely remote basis.
Recruitment companies have teams of international recruiting experts with vast recruiting and hiring experience in various geographic locations and industries. In cooperation with the clients, they can efficiently find the right talent to match your business and goals.
Among the proven methods the more competent firms use are KYC verification, pre-screening, video interviews, psychometric & skill testing, various remote work adaptability assessments, reference checks regardless of the location, on-demand, and more.
Even the on-boarding can be completed remotely using e-signature documents for new hire paperwork.
Our team has your back by exploring these topics and providing valuable advice about how you can streamline your workflow, grow your brand and acquire compatible talent to your company.
The technology industry adopted the Hub and Spoke model concept, and the method has been slowly integrated into other industries and organizations.
This method provides opportunities to work from home in separate locations while providing a corporate space to facilitate group interactions.
Similarly, organizations are implementing a hybrid model for the workplace, supporting a split of onsite and work-from-home employees.
This method embraces the flexibility of an organization to provide a workplace for both preferences.
Many organizations are implementing these methodologies or altered versions of them. With a more dynamic workplace option, the types of candidates and corresponding expectations are likely to alter with the implementation.
Online recruitment provides a real opportunity to significantly reduce unconscious biases, ultimately improving internal diversity.
Especially in the aftermath of the pandemic and various social movements, companies are under more pressure than ever to actively promote diversity and inclusion initiatives.
With the broader shift to remote work well underway, recruiters can begin expanding their pool of talent just by being able to search in areas beyond the major metros.
Moreover, as internal processes are optimized for online recruitment, there are also opportunities to address DEI as a foundational part of the process design, rather than simply tacking it on to existing systems.
Diversity, equity, and inclusion (DE&I) will certainly be a continuing focus area for recruiters, especially as more candidates are making job choices based on the organization’s DEI dynamic.
Many companies are utilizing tools to root out bias in the hiring process and build systems that promote and develop employees equitably.
As candidates and customers look for companies to take stronger stances on social issues, recruiting leaders will increasingly focus on employer branding.
While showcasing the company’s products, perks, and office amenities, it will become just as important to demonstrate how the company supports employees, customers, and communities, particularly in times of crisis.
Partnerships with nonprofits, coordination with employee assistance programs, and the small acts of kindness that companies take demonstrate empathy and shape the employer brand for years to come.
To earn trust, recruiters will show the company in a more vulnerable light. Organizations are taking initiative in holding themselves accountable for shortcomings and being transparent about plans to address them.
The digital impression of a company heavily influences employment opportunities.
Recruiters will be expected to be more empathetic in their outreach, accommodate their approach, and understand the needs and struggles of candidates during unprecedented times.
The pandemic caused employees to demand a whole new set of employee benefits and working arrangements.
As employers seek to provide the best possible healthcare and benefits options for their staff, they should keep their employees' new needs in mind.
"Enable flexible work, whatever that means for the individual," says Nicole Reid, chief people officer at Xero.
"Some parents of young children, for example, might need to juggle childcare and work during the day, and being able to work in the evening instead could be one less stress.
A key point is that everyone has their own unique circumstances, and you've got to open those conversations, listen and take actions that are supportive."
Employers will need to provide employees with the benefits they want, like increased healthcare, flexible work arrangements, and health and wellness programs.
Companies and businesses are rushing to upgrade their remote job policies as well as rethink their workplace requirements.
Just because people intend to work remotely, does not always mean they can flourish in it, however.
While you might be doing the right point in providing flexibility to candidates, you also need to make sure that you are accommodating your business by recognizing how well these hires will do their job remotely.
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