Remote Recruiting Is Changing The Game
2020 was a year nobody expected, and one of the chief outcomes of the crisis involves what’s known as remote operational infrastructure. While decentralization of employment was already in the wings owing to technology, the crisis of 2020 forced the issue, and now more people work remotely than ever.
This is good for some, and rough for others. For many businesses, it represents a challenge, as recruitment now must be conducted remotely, and that changes how hiring is done. With that in mind, the following are five tips to help you more efficiently recruit in a remote capacity.
Split Up Full-Time Jobs Into Part-Time Opportunities
One thing that is happening is a variety of small jobs are taking the place of one “big” one. Instead of seeking full-time employees, you might figure out which jobs absolutely need a full-timer, and which ones don’t.
Then, instead of seeking to hire forty-hour-a-week employees, hire multiple employees for small jobs; expanding involvement along with natural segues as necessary.
Splitting up positions in this way doesn’t work for all businesses, but most operations have some aspect of infrastructure that would benefit from such a move. Here’s a list of pros and cons to consider in that regard.
Keep Strong Data To Determine Actual Needs
In order to get the most from remote employees, you definitely want to keep careful metrics. Use cloud-based analytical tools to determine what actual needs are. When you know these, design a threshold, give yourself a margin for error, and hire based on those numbers. This will help you more effectively conduct remote interviews.
Utilizing Video Content In Job Ads
Job ads that lead to remote recruitment do well to incorporate a strong visual element. As the old saying goes, a picture tells a thousand words. When you have thirty-six frames a second per picture, that’s conceivably 36,000 words.
Accordingly, you definitely want to incorporate the visual element—especially with remote work, where potential employees have less knowledge of what your business really does. For more information on the advantages involved with video as regards job ads, check this article—you’ll find some very considerable information.
Restructure Operations To Reduce Non-Remote Needs
The business you’re operating likely includes positions that are managed on-site but need not necessarily be. In such situations, it’s a wise move to consider restructuring. Use the data approach advocated earlier in this writing to determine where such situations are, and how you might optimize accordingly.
Learn From Similarly-Situated Competitors
Competitors can be some of your best teachers. Look at how they’re doing in the market as regards remote operations. If they’re doing well, figure out why, and which aspects of their operations can be used to your benefit. Certainly, there will be practices among some competitors that don’t fit your corporate culture; but there will also be good strategies.
Pick and choose accordingly. Chew the meat, spit out the bones. Figure out what aspects of visual remote recruitment works. Sometimes you may want to lean on analytically-defined algorithms which parse through a large bevy of applicants. Sometimes you’ll want to “scout” relevant employees.
Thinking Outside The Cubicle
The cubicle is swiftly becoming more antiquated. There will always be a place for on-site infrastructure, but the extent of that infrastructure is not what it was in 2019, and it’s unlikely to return to those levels. Lean into that, as doing so is likely to represent one of your most competitively valuable moves going forward.
To that end, learn from the competitors in your field, restructure operations to expand non-centralized roles, utilize video job ads to their fullest extent, attain and maintain data profiles on hiring practices as well as infrastructural needs regarding personnel, and consider splitting up full-time jobs into part-time jobs to expand your recruitment potential.