Tips for small businesses: How to compete for top-quality remote workers
With remote work part of the 'new normal,' how can companies find and attract quality workers?
Going on a year since the pandemic took hold of our lives, there is no question that the work world has undergone a drastic transition. On the whole, employees have become accustomed to remote working, and many of them actually prefer it to being in the office. According to a FlexJobs survey, 65% of employee respondents want to be full-time remote post-pandemic, and 31% want a hybrid remote work environment—that’s 96% who desire some form of remote work.
Additionally, 80% of business leaders surveyed by Gartner plan to allow employees to work remotely at least part of the time after the pandemic, and 47% will let employees work from home full-time.
Related: Not just a perk: Remote work aligns with new employee priorities
These are significant numbers and show the shift in paradigm for both businesses and their teams when it comes to the possibility of a remote work world even once we get back to “normal.” The better question is, however, how can companies find quality remote workers, and how can they compete successfully for them?
What is a quality remote worker?
First and foremost, a quality remote worker won’t just do their job, but instead will go above and beyond. Without the hierarchy of office culture, there is nobody checking over your shoulder constantly to ensure that you are doing your job, which in turn should make employees more—rather than less—accountable. Look for those individuals that step up to the plate when needed and are happy to help their peers when they have knowledge to share.
Another top-rate quality for a remote worker is someone who is not afraid to ask questions in order to clarify rules and guidelines. There is a lot of disparity within the remote digital landscape that we now operate in, and so there is a higher chance for ambiguity in communication. In addition, there is something to be said for somebody who is not afraid to make suggestions for improvement in the system—we are all in uncharted territory with remote work in a pandemic world. These can be suggestions for roles, teamwork, or systemic operations that might have shifted in the current circumstances.
Finally, and perhaps most importantly, it’s vital to find someone eager to learn and improve as a remote worker. As mentioned above, there is a lot of individual responsibility being administered as people are (remotely) accountable for themselves. You have to be on top of your daily tasks while also motivating yourself to advance your progression within your role and furthermore your career. For example, if you work in Social Media, you have to pay attention to what is popular and trending—depending on your own drive to find gurus that can inspire content, style, and design for your position.
What can businesses do to set themselves apart to appeal to remote workers?
Needless to say, many things changed after the onslaught of the pandemic and the need to work from home. It could be argued, however, that the change in our schedules was one of the most significant. Therefore, one of the most substantial ways a company can entice a quality remote worker is to respect the need for a flexible schedule. This applies especially to parents, as they have taken on many other roles in order to ensure the success of their kids and households during COVID-19. There will obviously be times that you are obligated to be online, but for the things that don’t require immediate need, businesses should allow workers to get their work done in their own time as long as it is completed by a deadline. This is a trusting policy, but one with reciprocity. When employees feel that they are being counted on, they will be accountable in turn.
The next tip is to avoid hiring the lowest fee person. If you can up the level slightly and put out a call that offers mid-range pay, you are bound to attract more quality candidates. This is obviously dependent on whether your company has the budget for such things—but this is a circumstance where a little can go a very long way.
Next is to offer a fun and rewarding environment, even when remote. Try to create a virtual company culture in the ways that are feasible for your company. This could be a number of things: Whether it be an online happy hour, or creating groups of common interest so that employees can get together at their leisure and comfort level, or even just recognizing holidays and special milestones for individual employees. This demonstrates that there are people behind the business and transcends both a sense of humanity and community beyond the screen.
The final tip is to offer rewards, gifts, and encouragement accordingly and consistently. Many people are feeling disconnected and, at worst, isolated right now seek a sense of accomplishment despite the monotonous workday that has been taking place within the same four walls for almost a year. You can take this a step further and personalize these efforts to the individuals that make up your company. Everyone is very different in how they feel purpose and importance, so talk to each of your employees about what they need to feel acknowledged.
So what are remote workers looking for in a business?
Apart from a flexible schedule, there is another fundamental factor. As in most things, value comes down to the hard numbers. Fair pay is always going to be the number one factor for an individual’s interest in a job.
There is more to life than just money, however—and opportunities to grow or pursue other interests within a business often rise to the top for job seekers. You might have a person who has a lot of experience in management but is fascinated by marketing and wants to learn more about it. Allow some crossover for people who have a genuine curiosity in departments outside of their own, it will reverberate positive effects into the company culture, and who knows—that person might just have something to bring to the table!
What are some advantages in hiring remote workers for businesses?
The first advantage is that businesses will typically get more for their money when hiring remotely. Employees looking for remote work are willing to work for a little less because they receive more in the currency of time. Additionally, if they are a contractor, then as a business you are saving on hiring costs, benefits, taxes, and more.
The second benefit of hiring remotely is that it gives your company the capacity to hire more specialized people, also resulting in more bang for your buck. You can hire niche employees for the specific tasks that you need done at that moment in time, prioritizing the needs of the business. Let’s say your company is about to run a big campaign—you can hire someone specifically for the project of social media outreach, with the experience to strategize and navigate the many different platforms.
Hiring someone who is dedicated to Facebook ads, or customer service, or video editing permits the business to get somebody who is very good at one particular thing, rather than a little bit good at many different things.
There are good things to be had by both businesses and workers alike in a remote work environment. By distinguishing what draws workers to remote positions and the benefits for businesses themselves—these tips solidify what companies can do to compete for employees. It seems that despite the caveats that occurred in the past year for all of us, there might just be a light at the end of the virtual tunnel.
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