Remote and hybrid work models are becoming more popular and prevalent in the post-pandemic era. As a recruiter, you need to adapt your sourcing and attraction strategies to reach and engage these candidates effectively. In this article, we will share some tips and best practices on how to source and attract remote and hybrid talent for your organization.
Before you start sourcing and attracting remote and hybrid candidates, you need to have a clear and consistent policy on what these work models entail for your organization. This includes defining the expectations, benefits, challenges, and support for remote and hybrid workers, as well as the eligibility criteria, application process, and evaluation methods. Having a well-defined policy will help you communicate your value proposition, align your hiring team, and avoid confusion or misalignment with candidates.
To source remote and hybrid candidates, you need to use a variety of channels that can reach them effectively. These include online platforms, such as job boards, social media, blogs, podcasts, and newsletters, that cater to remote and hybrid workers or specific skills and industries. You can also leverage referrals, alumni networks, events, and communities that can connect you with potential candidates who are interested in or experienced with remote and hybrid work. When using these channels, make sure to tailor your messaging and keywords to highlight your remote and hybrid opportunities and culture.
In my experience sourcing talent, it was so crucial to genuinely get personable with the talent I was searching for, so that an ongoing professional relationship can be established to encourage longevity in the candidates career with the company I’m recruiting them for. Doing so can absolutely result in long term success for both the company and the candidate.
To attract remote and hybrid candidates, you need to showcase your remote and hybrid culture and how it supports their needs and aspirations. This means highlighting the benefits, tools, resources, and practices that enable remote and hybrid workers to thrive in your organization, such as flexible schedules, work-life balance, collaboration, communication, feedback, recognition, learning, and development. You can use various media, such as videos, testimonials, case studies, blogs, and podcasts, to showcase your remote and hybrid culture and share stories and insights from your current remote and hybrid employees.
To attract remote and hybrid candidates, you also need to optimize your employer branding and candidate experience to reflect your remote and hybrid values and standards. This means ensuring that your website, social media, job descriptions, and other touchpoints convey your remote and hybrid vision, mission, and goals, as well as your diversity, equity, and inclusion efforts. It also means providing a seamless, transparent, and engaging candidate experience throughout the hiring process, from application to offer, using technology, automation, and personalization.
To attract remote and hybrid candidates, you need to build relationships and trust with them throughout the hiring process. This means communicating frequently, clearly, and authentically with them, using various channels, such as email, phone, video, and chat. It also means providing them with relevant information, feedback, and guidance, as well as addressing their questions, concerns, and expectations. Additionally, it means showing genuine interest in them as individuals, not just as candidates, and demonstrating your values, culture, and personality.
To attract remote and hybrid candidates, you need to assess and evaluate them fairly and objectively, using criteria and methods that are relevant and consistent for remote and hybrid work. This means defining the skills, competencies, and behaviors that are essential for remote and hybrid workers, such as self-motivation, adaptability, communication, collaboration, problem-solving, and autonomy. It also means using tools and techniques that can measure these aspects effectively, such as online tests, simulations, assignments, and interviews.