It’s no secret that remote work is trending in 2023. During the peak of COVID-19, many workplaces transitioned to working from home, closing their in-person offices for an unknown amount of time. Some employees never returned to in-person work. Other offices began to reopen, while some companies implemented a hybrid workplace. It’s a wildly heterogeneous employment landscape, and it’s likely to stay that way.
Whether your company is already a fully WFH operation, is considering the jump, or is resolutely hybrid, there’s a lot to consider. Primarily, how are you going to find the highly qualified remote workers you need? Fortunately, it might be easier than you think. With home-based work comes the opportunity to hire remarkable talent from around the country and even the world. Here are a few things to consider when sourcing remote workers in 2023.
Work With an EOR
If you’re thinking of casting your hiring net into the international talent pool, you should consider engaging an . Recruiting and hiring employees in new countries can be costly, time-consuming, and complex. An EOR employs individuals on behalf of another company. By using an EOR service, you can expand quickly without having to establish a business presence in the country of hire.
When used to hire talent abroad, an EOR enables the client company to sidestep complicated compliance issues. Instead of your U.S.-based company being accountable for all things employment law in your worker’s country, this responsibility falls on the EOR.
There are other key benefits to using an EOR. For one thing, they handle all the administrative details. From recruitment and new-hire paperwork to onboarding and payroll, an EOR can save you a lot of valuable internal resources. In addition, EORs can create flexibility in your organization’s structure by hiring contractors. This can provide your organization with extra hands at the times when you need them most, avoiding stacking your payroll with unneeded full-timers.
Hiring from other countries creates a diverse workforce that can provide unique insights and innovative ideas to your organization. Depending on the prevailing salaries where your new hire is located, it may even be more cost effective than hiring someone stateside.
Use Online Job Boards
There are many distinct career sites and tools for candidates online. From women in tech to LGBTQ+ friendly companies, to minorities in the workplace, there is a job board for everyone. In fact, there are job boards specifically for individuals looking for remote work. If you’re hiring remote workers, it’s important that you show up in these spaces. While there are numerous general remote work boards — like the popular FlexJobs — there are some specific to certain industries and fields.
For example, is a Substack specifically for WFH jobs in the nonprofit sector. Similarly, Remote in Tech posts tech-oriented opportunities from around the world. Some of these sites will allow you to purchase space for featured postings. If that’s in your recruitment budget, it’s definitely worth the splurge. Typically, this means your job posting will be at the top of the page for every candidate to see.
There are various online communities that recruiters can join to find quality applicants. Facebook groups exist for people leaving higher education in search of a new industry. LinkedIn has pages riddled with folks looking for their next WFH gig in corporate responsibility or social media marketing. The opportunities for finding talent online are endless. Just remember to go where the candidates are and not just expect them to find you.
Advertise Openings Appropriately
It’s not enough to post a casually thrown-together job posting on an online job portal. Your job description is an advertisement for both the role and your company. It should be eye-catching and intriguing. Use language that the applicant will understand. Be concise yet detailed, personable yet professional.
Don’t make the posting a word puzzle that an applicant has to solve. It should be a simple description that allows them to determine what skills are most important to the role. In addition, it should include key information about the company’s mission and vision. It’s vital that your description include that the position is remote. If your position is remote in a certain area of the country, disclose this explicitly.
Your description should also clearly state the benefits that your company offers. It doesn’t have to be the nitty-gritty of your health insurance plan, but potential candidates value basic information about your compensation package. Practice pay transparency, even if your state doesn’t require it. According to Forbes, that included a salary range in their job description attracted an increased number of applicants.
Remote Work Is the Future (Heck, It’s Already the Present)
Whether your company is new to remote work or you are seasoned professional, workforce trends are ever-changing. Life after the Great Resignation will continue to evolve. WFH policies will change and grow.
It’s paramount that your organization stay on top of these trends in order to source premier talent. Identify your greatest weaknesses in engaging remote candidates and begin to address them. By creating solutions specific to your organization’s hiring needs, you’ll set yourself up for success. Happy recruiting!