Hiring Beyond The Office

If there is one thing COVID-19 has taught us, it’s that traditional offices aren’t necessary in order to get work done. With a rise in flexible and remote working, the sky's the limit when it comes to recruitment. 

No longer are companies limited by their location when looking for new employees. Hiring is moving beyond the physical office, allowing employers to search globally and select their candidates based on skill and talent rather than location. 

This is already a tactic being used by big tech companies. Facebook announced that it expects at least 50 per cent of its employees will be working from home for the next five to ten years and Microsoft reported that many of their employees will continue working remotely throughout 2021. 

Why you should hire beyond the office

Remote working provides benefits for both the employee and the employer. Due to the pandemic, many companies have already implemented remote working. The benefits include increased productivity, positive impact on employee wellbeing, cost savings and ease of doing business worldwide. 

Another major bonus for companies is that it allows them to recruit from a larger pool of talent. Traditionally, companies have been limited to employees in their local area, putting a cap on the potential talent they can hire. However, 2021 will see recruitment criteria changing with office proximity no longer being a hiring priority.

Instead, personality and skill set will be at the forefront of any interview process, traits that are arguable much more important to many employers. There will be a focus on employees who can work independently, without supervision, while managing their time effectively in order for remote work to be successful. 

This will subsequently change the expectations of employees who are looking for new roles. They will expect a level of personal responsibility and autonomy. While communication is always important, these remote employees will expect to be left to work effectively rather than monitored by hours of zoom calls or micromanaging. 

How to adapt your recruitment process 

Some companies have found that recruiting remote employees can be more difficult and time-consuming than hiring employees in the office. This can be caused by a number of reasons such as communication obstacles and difficulty getting to know the candidate. However, with more skilled candidates on offer, it’s worth the process.

When advertising the job companies should make it clear to any candidates that the position will be remote. It can be beneficial for them to ask candidates if they have any remote experience as well as somewhere available to them to work. 

Additionally, employers should adapt their assessment questions to focus on communication, proactivity and self-discipline to get an idea of the candidate’s soft skills. They can also include a task for any potential candidates to complete in order to get an idea of how they work independently. 

With a wider pool of candidates to choose from, it can be difficult to know where to start. At Cameron Kennedy we can help companies by providing them with a shortlist of desirable candidates, minimising the time and effort needed by the hiring company. 

Recruiting remote talent can be intimidating for companies who are not used to the process. Our team gets it right the first time, identifying the best possible candidates, not just for the open position, but who will also work well remotely with your existing team and customers. 

Onboarding your new team member

Usually, once a company finds their ideal candidate they would be asked into the office to discuss the role and set them up in their new workplace. However, with remote employees, the onboarding process can be more complex. 

Companies should be sure to over-communicate with their new employee during this process. This means having lots of virtual meetings to ensure that the employee understands their role and objectives and how to accomplish their tasks properly. 

It is important that companies ensure that the new member is introduced to the rest of the team virtually and given their contact details. This will help them fulfil their role and feel like they are part of the team. Remote workers will also need to be fully supported with any technical and administrative needs throughout their position. 

If companies fulfil these requirements then the remote worker should be able to get off to a flying start, especially if they are already experienced in remote working. If any issues do arise, companies should consider offering the remote worker a buddy or mentor as another line of support. 

Does your company have an opening for a new remote hire? Why not speak to the team at Cameron Kennedy. We already have a large selection of potential candidates enabling us to provide you with a shortlist perfect for your role. 

Get in touch on 020 7337 0011, or email us to find out more.