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Transformative Impact of Remote Talent on Employers

The COVID-19 pandemic has triggered a significant transformation in the way people

remote talent - smiling while doing remote job from home

The COVID-19 pandemic has triggered a significant transformation in the way people work, compelling numerous companies to embrace remote work setups. What began as a response to the challenges posed by the pandemic has evolved into a transformative mode of conducting business. Currently, hiring remote talent extends beyond merely adapting to pandemic conditions; it signifies a fundamental shift in the traditional work landscape.

Remote work has effectively dismantled geographical barriers, enabling companies to tap into a global talent pool. This evolution not only fosters diversity but also contributes to a richer and more dynamic work environment.

Benefits of Remote Talent to Employers

Even before the pandemic, remote work was gradually gaining popularity. A Gallup survey showed that 8 out of 10 people were working remotely or in a hybrid work setup. Research conducted by Stanford professor Nicholas Bloom during the pandemic uncovered a 13% increase in performance among remote workers compared to their in-office counterparts.

Besides increased productivity, employers quickly recognize other advantages of having remote talent.

Access to a Global Talent Pool

Employers can hire the best offshore talent regardless of geographical location. Access to a broader talent base increases the likelihood of finding individuals with specialized skills and expertise.

Cost Savings for Employers

Employers incur fewer expenses related to office space, utilities, and other overheads. These savings can be reinvested in employee development, technology upgrades, or other initiatives that contribute to productivity.

Adaptability to Changing Circumstances

Employers enjoy a level of flexibility that allows them to adapt quickly to changing circumstances, such as emergencies, natural disasters, or global events like the COVID-19 pandemic.

remote talent management

Attracting and Retaining Remote Talent: Do’s and Don’ts

Attracting and retaining remote talent has become a crucial aspect of contemporary workforce management. A 2019 survey revealed that 80% of workers in the US considered flexible work options when evaluating job offers. The Staples Workplace Survey supports this, with 90% of employees reporting enhanced morale through flexible work arrangements.

As businesses increasingly embrace remote work models, here are some do’s and don’ts to enhance your ability to attract and retain remote talent.

Do’s:

Emphasize Clear Communication

  • Foster a culture of transparent and frequent communication. Utilize various communication channels and tools to keep remote employees connected and informed.
  • Provide regular updates on company goals, achievements, and changes. This helps remote workers feel integrated into your broader business goals.

Flexible Work Policies

  • Offer flexible work hours to accommodate different time zones and individual preferences. Flexibility is a key driver for remote talent.
  • Establish clear guidelines for work expectations, deadlines, and deliverables, empowering employees to manage their own schedules responsibly.

Invest in Technology

  • Ensure your remote team has the required technology and tools to excel in their work. Provide access to reliable communication platforms, project management tools, and cybersecurity resources.
  • Encourage training sessions to enhance remote workers’ proficiency in using digital tools effectively.

Prioritize Work-Life Balance

  • Promote a healthy work-life balance by setting realistic expectations regarding working hours. Encourage regular pauses and discourage a constant ‘always-on’ mentality.
  • Implement initiatives that support mental health, such as virtual wellness programs or access to counseling services.

Recognition and Appreciation

  • Acknowledge and appreciate the efforts of remote employees. Regularly recognize and appreciate accomplishments, milestones, and hard work.
  • Implement virtual employee recognition programs to create a positive and inclusive remote work culture.

Don’ts:

Micromanagement

  • Trust is important, and excessive monitoring can lead to disengagement and decreased morale.
  • Emphasize on outcomes and results, rather than having an overwork remote staff.

Ignoring Professional Development

  • Remote workers, like their office counterparts, value growth and career advancement.
  • Provide resources and support for skill-building and career progression.

Isolation and Lack of Social Connection

  • Promote a sense of belonging through virtual team-building activities, regular video meetings, and informal virtual gatherings.
  • Value the importance of social interactions in building a cohesive remote team.

Inadequate Onboarding Processes

  • A comprehensive onboarding process ensures that new hires understand the company culture, values, and expectations.
  • Do not assume that remote employees will naturally integrate without proper onboarding support.

Ignoring Feedback

  • Regularly seek their input on the remote work experience, challenges faced, and potential improvements.
  • Do not implement changes without considering the perspectives of your remote workforce; inclusivity in decision-making is important.

hire the best remote talent with Assign!

The Road Ahead: Hire The Best Remote Talent with Assign!

Assign emerges as a strategic partner that streamlines and elevates the process of hiring the best remote talent.

At Assign, we stand out by assessing and matching candidates not only with the technical skills required for each position but also with their cultural fit and adaptability to remote work environments. This holistic approach to talent acquisition enables employers to build high-performing, cohesive remote teams that can thrive in the fast-paced and ever-evolving nature of modern work.

Contact us today and experience the Assign difference!

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