Remote Work Attracts More Diverse Candidates, So Can That Role be Remote?
In today’s fast-paced and ever-changing world, remote work and hybrid work arrangements have become increasingly popular. The COVID-19 pandemic forced many organizations to shift to remote environments to ensure business continuity, and this has brought forward the many benefits of working remotely and hybrid work arrangements. Job seekers and current employees alike appreciate remote or hybrid work schedules for many reasons, including:
Accessibility: Remote work can increase accessibility for individuals with disabilities or who live in remote areas. It provides individuals who may not have been able to work in a traditional office setting with opportunities for employment.
Work-Life Balance: Remote work allows individuals to have a better work-life balance. They can take care of family responsibilities and personal obligations while still being able to work. This can be especially beneficial for working parents or caregivers.
Diversity and Inclusion: Remote work can increase diversity and inclusion in the workplace by removing barriers such as location or transportation. It can allow companies to hire individuals from different parts of the country or even the world, providing more diverse perspectives and experiences.
While we encourage employers to embrace new, more equitable systems, leaders must be mindful of the unique challenges and considerations associated with working remotely, such as communication, collaboration, and work-life balance.
As we see more and more candidates looking for remote or hybrid work arrangements, you may be wondering if a role you’re hiring for might be suitable for going remote. Or maybe, you’ve found the perfect candidate, but they won’t accept your offer unless it provides remote or hybrid flexibility. Here’s what to consider when you’re thinking about making the switch.
Making adjustments to offer the ability to work from home
In order to support remote employees, organizations need to provide the right tools and technology. This might include reliable internet access, communication software such as Slack or Zoom, and project management tools like Trello or Asana. Organizations also need to ensure that their remote employees have access to the same information and resources as their in-office counterparts
In addition, in order for someone in a remote role to be successfully onboarded, organizations need to be prepared to provide support and training that matches the same level of in-person support. Your team should have standardized structures for virtual onboarding and strong communication practices like regular check-ins with managers and consistent team-building exercises.. Creating multiple ways to connect across different teams can help foster collaboration and engagement among remote and in-person employees.
Don’t Make the Mistake of Creating More Inequity
Unfortunately, remote work can also exacerbate existing inequalities if not implemented thoughtfully. For example, some remote workers may not have access to reliable internet or a suitable workspace at home, which can make it difficult to work effectively. You’ll need to make sure that your organization has remote work policies that are inclusive and equitable. Onboarding shouldn’t just include teaching your new hire the ropes, it should also include getting them the right materials necessary to start their job comfortably and confidently.
Don’t Sleep on a Hybrid Schedule
It’s important to remember that not all roles are suitable for remote work, and some may require on-site presence. Given the role’s responsibilities and your organization’s capacity to provide an equitable remote work environment, be open and honest with candidates – and yourself – about the feasibility of remote work in their potential role.
If offering a fully remote role isn’t an option, hybrid work arrangements also offer many benefits, such as increased collaboration, diverse perspectives, and cost savings for businesses. By combining the best of both worlds, hybrid work arrangements can create a more engaged and productive workforce that is better equipped to meet the challenges of today’s dynamic business environment.
A Popular Option
“Our data at Edgility shows that the volume of applicants for remote and hybrid positions dwarfs the amount of applicants for in-person roles. It’s easy to see why—remote positions are available to an entirely new pool of candidates since they aren’t tethered to a specific geographic location.”
– Christina Greenberg, Co-Founder, and Managing Partner, Edgility Consulting
With this upward trend in mind, it’s easy to understand why organizations need to reconsider remote and hybrid work as an offering to potential candidates and employees alike.
If you are considering whether or not to make your role remote, or are in the process of searching for remote talent, our team can provide the expertise and resources you need to make informed decisions and ensure an equitable search process. We are dedicated to helping organizations create more inclusive and effective workplaces and can help you navigate the complexities of remote work with confidence. Reach out to us today to learn more about how we can help you achieve your goals.