Some companies make the mistake of asking recruiters to handle sourcing, which can limit their effectiveness. Hiring teams to focus on sourcing will yield a broader talent pool and more diverse candidates.

When building a remote sourcing team, remember that it’s a commitment. Teams are built to solve long-term hiring problems and take time to deliver. So, you need to do it right.

Benefits of a Remote Sourcing Team

In today’s job market, demand exceeds talent. At the same time, there is an increasing demand for specialized labor. This requires an aggressive, proactive outreach effort to find and source talent.

Sourcers excel at finding passive candidates, tapping into the 70% of workers that aren’t actively seeking new jobs. This significantly broadens the talent pool to keep recruiting pipelines full.

Hiring remote sourcing teams provides other key benefits, including:

• Reducing the cost to hire by creating economies of scale
• Accessing hard-to-reach channels
• Pre-closing top candidates before recruitment engages
• Reducing the time to hire
• Generating information about competitors

How to Develop Your Remote Sourcing Team

You will want to utilize multiple sourcers, each specialized in different areas, such as regions or industry verticals. A good ratio is one sourcer for every two to three recruiters.

Remote work requires a slightly different set of skills. When hiring sourcers, you want to look for several critical qualities. You will want to probe into these areas:

• Are they comfortable with the technology required for remote work?
• Can they work independently and collaboratively when required?
• Do they hold themselves accountable for meeting deliverables?
• Are they motivated and take the initiative rather than waiting for assignments?
• Are they strong, proactive communicators?
• Are they flexible and adaptable as situations change?

Attracting, Engaging, and Retaining Top Sourcers

Like any other job you’re hiring for, compensation will be a crucial part of attracting and retaining top sources. Salaries typically range from $35 to $70 per hour, depending on experience. Companies employ different types of comp structures, including:

• Hourly
• Hourly + bonus
• Base plus performance bonus

With remote teams, creating the right environment is crucial to retaining sourcers. This means supporting the remote work environment, focusing on results rather than activity, and respecting boundaries. Managers need to be strong communicators to keep remote teams connected and motivated.

You’ll also need to provide them with the right tools, using consistent communication and tracking. This requires a proactive approach to check in regularly and provide feedback along with clear expectations.

Building Your Remote Sourcing Team

Building a remote sourcing team takes work, but can result in long-term solutions for your recruiting and hiring needs. When you hire the right sourcers and provide the support they need, you can surface more high-quality candidates and keep your recruitment pipeline full.

Learn more about configuring your remote sourcing team in our webinar, The Ultimate Configuration of Your Remote Sourcing Team.

The post How to Start Building Your Remote Sourcing Team appeared first on RecruitingDaily.

Specifically, 39% of women say that home offices are more valuable to them, compared to 30 % of men who prefer a company-provided office as their ideal workplace.

Of course, all of this results from the COVID-19 pandemic, which shifted a number of workers to fully remote arrangements and shifted their view of the traditional office. Some have gone so far as to say they no longer see it as necessary to commute into a physical workspace in order to be productive.

Workplace Changes

While some employees embrace the idea of returning to their company’s facilities, CareerBuilder said the ideal location for others lies outside the office. The report found that 34% of employed adults overall prefer a home office, compared to 27% who ranked a company office as their top choice.

Broken down by generations, 20% of Gen Z, 35% of Millennials and 44% of Baby Boomers said they prefer to work from home. However, non-traditional workspaces — such as outdoor or patio areas, co-working spaces and coffee shops — were preferred by 26% of employees. The workers who preferred these locations were primarily Gen Z and Millennials.

“Back-to-office mandates are proving challenging for both the employer and the employee, as cultures and values continue to shift,” said Kristin Kelley, CareerBuilder’s chief marketing officer. “Expectations and employee needs have changed over the last two years, requiring many employers to adopt new rules for in-office attendance, meeting requests and even workday hours.”

To better attract and retain talent, Kelley said, employers need to adjust schedules and expectations to meet employees’ preferences.

The post Employers, Workers Still Divided on Return to Office appeared first on RecruitingDaily.

While employees’ desire for flexibility in the workplace is at an all-time high, senior leaders at many companies are unaware or unwilling to alter their approach to managing the workforce.

In fact, the number one reason that workers changed jobs during the pandemic was for better work flexibility, AWI said. Of the workers who have the option to be hybrid or remote, 85% said they prefer that option. However, two-thirds say company leaders expect them to be in the office at least part-time.

Likewise, 56% of leaders in HR say the C-Suite doesn’t understand this change in the workforce, and 45% say they don’t have support needed to make changes that will attract, engage and retain top talent.

Employer Concerns

“A major concern for company leaders is fostering a culture of connection and belonging with a dispersed workforce,” said Achievers Workforce Institute’s Chief Workforce Scientist, Dr. Natalie Baumgartner. “We know that a strong sense of belonging drives a 3x return on a wide number of business outcomes. Many leaders believe that to achieve their desired culture, employees must be in the same physical space. However, the world of work has changed and so must our approach to creating a sense of belonging for employees,” she said. “Employees are sharply focused on having an experience of connection and belonging, but they are confident they can achieve it while working from anywhere.”

Despite concerns over their performance, the research found that remote workers were equally as productive as those who worked in the office. It also found that employees are more likely to be engaged and advocate for their company when remote. They also have a tendency to trust their company leaders more.

In addition, HR leaders in companies that support remote work say they’re less likely to struggle when trying to attract and retain top talent.

The AWI study identified four types of technology that can foster the culture that both employees and company leaders are seeking: network, recognition, wellness and feedback. By implementing these systems, research shows that employers find an increase in engagement, belonging, trust and productivity, as well as their employees feeling valued and less burned out, overall.

The post C-Suite Resists New World of Work appeared first on RecruitingDaily.

Why? They’re concerned about lack of focus, loss of company culture and pressures on productivity. But… 68% believe a fully remote operation would either add to their profit or help keep the bottom line the same.

In its report “The Great Return: Survey of Managers Reveals Return to Office Battle in 2022,” GoodHire found that managers consider it difficult to oversee remote workers, with 69% saying they’re burned out over the tasks involved. That, the report speculates, may be one reason managers are so keen to have in-office workers again. They apparently feel strongly about this: Some 77% said severe consequences – such as firings, pay cuts and loss of promotion opportunities – could be imposed on employees who insist on continuing to work remotely.

One other note: 51% of managers thought employees wanted to return to the office full-time, while 49% were either unsure or didn’t think employees wanted to come back. Only 24% said they would not update hiring/recruiting practices to include candidates outside of specific locations to widen the talent pool, but 56% agreed that they’d be doing so and 20% were neutral.

“The survey results emphasize the disconnect between how managers feel about managing remote workers and the productivity their teams are maintaining in remote-work settings,” said GoodHire COO Max Wesman. Employers need to support their managers and implement appropriate training and tools to  help them “engage with their people wherever they’re located.” Companies that do this will earn dividends in recruitment, productivity, employee satisfaction and retention, he said.

The post Managers See Advantages to Remote Work, Want Employees Back Anyway appeared first on RecruitingDaily.

Demand for remote work more than doubled in the last year on Hired’s platform, the company said. Over 60% of employers and 90% of candidates now say they’re open to remote work. While in the past, Hired focused on matching employers with candidates in the U.S., Canada and the U.K., it will now help companies connect with job seekers from more than 100 countries.

Employers will have visibility into workers’ upfront salary expectations, skills and years of experience, as well as remote and time-zone work preferences to help surface the best-matching candidates for their open roles.

Think Global, Hire Globally

The rise of remote work has allowed employers to hire globally with far more efficiency than they’ve had in the past, Hired said. To make its global strategy work, the company has partnered with the HR solution providers Oyster and Remote to help employers source, hire, onboard and employ talent from anywhere. Through these partnerships, customers have access to HR management solutions for international payroll, benefits, taxes and compliance, among other needs, Hired said.

One particular aspect of the remote-work equation that Hired’s trying to address is cost. The company argues that today’s global staffing solutions and third-party agencies impose high charges that continue over the duration of an employees’ tenure. When used in combination with Oyster or Remote, Hired claims, employers will reduce their costs and gain better options for finding and hiring talent globally.

In some ways, the company’s already practicing what it’s preaching. “At Hired, we decided to go remote-first and hire globally in 2020 and have seen firsthand the positive impact it’s had for our employees and business,” said CEO Josh Brenner. The company’s new focus, he said, will “level the playing field for talent, providing them with equitable opportunities no matter where they’re located.” He called the new strategy, “a natural next step.”

The post Hired Expands Platform to Address Global Remote Work Needs appeared first on RecruitingDaily.

Many organizations have made a complete transition to remote work and hiring. These changes have impacted us greatly within talent acquisition, especially in how we interact with our candidates.

Other adjustments we have made include scheduling to the tools we rely on, and even how we grade our job performance.

We’re interested in learning how your hiring processes have been affected. We’ve chosen to focus on how we interview candidates. Does your team have the proper tech, training, and data reporting to succeed in remote hiring? Are remote interviews effective?

We’d like to see how you feel. Please take a few minutes of your time to answer the following ten questions as transparently as possible.

(3 – 5 minutes)

The post Survey: Your Remote Interview Process appeared first on RecruitingDaily.

But there’s good news! Big challenges create great opportunities.

Join Clovers and our distinguished panel of guests for a discussion on why recruiters should actually be excited for 2022.

With so much investment and attention on workforce improvements, there have never been more ways to drive real change and business impact for your organization.

In this candid discussion with industry thought leaders we will discuss topics like:

HR Tech VC investments

• • How the enormous VC investments in HR Tech are creating real solutions enabling recruiters to hire faster, more effectively and humanizing the process

Increased job accessibility

• • How you can benefit from the shift to hybrid/remote work and take advantage of the broader talent pool.

The Shift to Internal Mobility:

• • Ways organizations are aggressively investing in strategies and tools to retain top talent

Focus on DEIB (Diversity, Equity, Inclusion and Belonging):

• • How organizations are investing in and prioritizing DEIB initiatives within their organization.

About Clovers:

Clovers is the intelligent interview platform that uses human and conversational intelligence to accelerate hiring, uncover bias, and put the right people in the right role—every time.

Founded and built by HR tech veterans from Cornerstone and Comparably, and led by an executive team with deep HR tech, SaaS and product experience, Clovers is focused on making interviewing better for both organizations and candidates.

The post Don’t Worry, Be Happy: Why Recruiters Should Look Forward to 2022 appeared first on RecruitingDaily.

It’s no secret that the workforce is changing quickly. The traditional office space has been replaced by a mix of remote work and on-site collaboration with more companies moving towards this remote model every day. The trend isn’t just about saving money — it’s about attracting talent in an increasingly competitive global market for top performers.

To fully attract and retain talent effectively, it’s important to examine the remote workplace trends that happen today and adjust your HR team accordingly.

Remote and Hybrid Working Environments — The New Norm

All-remote and hybrid working environments are becoming the new normal for businesses. It’s no longer a question of whether you should allow your employees to work remotely, but how to implement it successfully. For organizations still adjusting to the pandemic, sustaining an all-remote workforce continues to pose challenges that can impact the structure and performance of your company.

The ultimate goal for most businesses is to enable employees to get their work done without jeopardizing the business’s success, no matter where they are or what time zone they’re in. However, several vital challenges can arise when establishing an effective remote working environment.

This includes productivity loss due to lack of communication tools, poor management, and burnout with little flexibility. For all-remote companies to survive and thrive, it takes dedicated commitment from team members across all departments.

Heavy Reliance on Video Conferencing Technology

As the popularity of remote working arrangements continues to grow, remote technology improves as a result. Most companies now rely heavily on video conferencing technology, such as Zoom and Microsoft Teams.

Video conferencing allows employees to communicate in a more personal and productive way. It also allows companies to connect with talent across the country, or to potential employees who may otherwise be unavailable due to their geographic location. As part of the remote work package, companies are increasingly offering video conferencing equipment and software licenses so that workers can stay connected from wherever they choose to work.

From now on, video conferencing technology will continue to play a significant role in enabling companies and workers alike.

New Initiatives to Drive Employee Engagement and Retention

As modern workplaces adapt their strategies to building better-performing teams while reducing turnover, new initiatives are being implemented to keep remote workers engaged and happy. Below we’ll address a few of these initiatives:

Offering company-wide support for wellness programs and services

Offering a company-wide support program can be a way to show employees that you care about their wellbeing. By providing both physical and mental support, companies create an environment where remote workers feel supported in all areas of life. Another way to support wellness is offering gym memberships, fitness classes, or catering healthy food delivery options.

Offering incentives for employees who want more flexible hours

Remote working arrangements give organizations the ability to offer additional flexibility to their employees. One way to take advantage of this flexibility is by providing incentives. This could be in the form of more vacation time, a flexible office location, or a cash bonus for working from home and managing employee work expenses.

Encouraging remote workers to attend company events and meet-ups

Even if your employees work remotely, it can be beneficial to join in on company meetings or conferences. These virtual opportunities allow employees the chance to connect with their colleagues on a deeper level. To facilitate these connections, companies are now offering programs to cover travel costs so that all employees have an equal opportunity to participate in group activities together.

Offering training and professional development opportunities

Remote work makes it easier to hire people with niche skillsets who may not have been available locally. This allows companies to cultivate these unique skills further by offering additional learning resources such as online courses, seminars, tutorials, etc.

These initiatives can help employees feel like their organization cares enough to assist in their growth while also adding value to the business. When employees are supported emotionally and professionally, they tend to stay much longer because they care deeply about being part of your team’s success.

In Summary

The future of work will likely be increasingly remote. To prepare for this, companies need to invest in digital tools and technology to have a flexible workforce. They also should look for opportunities to provide professional and mental health support to all employees as they can continue to work in isolated settings. By doing this, companies can retain their talent while also positioning their company for scale.

The post A Comprehensive Rundown of the Remote Future of Work & Retention appeared first on RecruitingDaily.

With many companies embracing remote work and hiring across the entire country, we now have a new opportunity to find talent. We can expand our reach and access a much wider talent pool. But with this opportunity comes new challenges.

• We don’t know how to hire remote talent. We don’t. Our tried-and-true hiring process doesn’t work the same when applied to remote work.
• Candidates, especially top talent, move faster than we do. We need to shorten the time to hire, and to do this requires making improvements to our strategies.
• There are different considerations to consider when assessing candidates to join your remote team. Not every person can thrive in a remote environment.
• Effective hiring does not stop when the offer is made. Improper onboarding = turnover and then you start the whole process again.

We hosted an hour long session on November 23rd to offer you and your hiring teams a Survival Guide to Remote Hiring. In this free workshop, Shally Steckerl breaks down some of the biggest challenges in hiring for remote work.

What we discuss:

• The Role of the “Virtual” Hiring Manager
• Setting expectations
• Communication, collaboration and team building
• Balance, morale and culture
• Difference between coaching and counseling
• Monitoring work – “checking in” not “checking up”

The post Remote Hiring Survival Guide appeared first on RecruitingDaily.

But there’s good news! Big challenges create great opportunities.

Join Clovers and our distinguished panel of guests for a discussion on why recruiters should actually be excited for 2022.

With so much investment and attention on workforce improvements, there have never been more ways to drive real change and business impact for your organization.

In this candid discussion with industry thought leaders we will discuss topics like:

HR Tech VC investments

• • How the enormous VC investments in HR Tech are creating real solutions enabling recruiters to hire faster, more effectively and humanizing the process

Increased job accessibility

• • How you can benefit from the shift to hybrid/remote work and take advantage of the broader talent pool.

The Shift to Internal Mobility:

• • Ways organizations are aggressively investing in strategies and tools to retain top talent

Focus on DEIB (Diversity, Equity, Inclusion and Belonging):

• • How organizations are investing in and prioritizing DEIB initiatives within their organization.

About Clovers:

Clovers is the intelligent interview platform that uses human and conversational intelligence to accelerate hiring, uncover bias, and put the right people in the right role—every time.

Founded and built by HR tech veterans from Cornerstone and Comparably, and led by an executive team with deep HR tech, SaaS and product experience, Clovers is focused on making interviewing better for both organizations and candidates.

The post Don’t Worry, Be Happy: Why Recruiters Should Look Forward to 2022 appeared first on RecruitingDaily.

A few truths:

1. We don’t know how to hire remote talent. We don’t. Our tried-and-true hiring process doesn’t work the same when applied to remote work.
2. Candidates, especially top talent, move faster than we do. We need to shorten the time to hire, and to do this requires making improvements to our strategies.
3. There are different considerations to consider when assessing candidates to join your remote team. Not every person can thrive in a remote environment.
4. Effective hiring does not stop when the offer is made. Improper onboarding = turnover and then you start the whole process again.

With many companies embracing remote work and hiring across the entire country, we now have a new opportunity to find talent. We can expand our reach and access a much wider talent pool.

But if you’ve gone ahead and posted openings on your regular job boards with “Location (Remote)” you know that it’s a whole new level of pain.

You’re flooded with applicants and staring at a virtual mountain of resumes, thinking,

• How do I screen all of these candidates?
• How do I properly and fairly measure skills and assess candidates?
• How can I know that a candidate can thrive remotely on my team if I don’t actually meet them?

If you’re interested in a more strategic and effective approach to remote hiring, join us on Tuesday November 23rd.

We have Shally Steckerl on deck to help you revamp your hiring process for remote teams.

We’ll discuss the biggest challenges in remote work hiring

• The Role of the “Virtual” Hiring Manager
• Setting expectations
• Communication, collaboration and team building
• Balance, morale and culture
• Difference between coaching and counseling
• Monitoring work – “checking in” not “checking up”

If you plan to hire for even a single remote position in the next year, register today!

The post Effective Remote Work Hiring appeared first on RecruitingDaily.

Though this began as a temporary solution, many businesses have found that remote work is a sustainable idea, and a good number of businesses are choosing to stick with the remote model for the foreseeable future.

Transitioning to a remote workforce is ultimately up to you, but before you decide to start recruiting remote workers, you need to consider the pros and cons of this dynamic.

Converting Your Business To Remote

One of the reasons why companies were so hesitant to transition to a remote workforce is because of productivity concerns. Managers worried that employees would not be as productive if they worked on their own in an unsupervised area. While this is typically not true, it is still a possibility. Your company will need to lay down ground rules and the right processes so you know what to expect before recruiting for your first remote position.

To start, you will need to consider how managers will communicate with remote workers. Will daily check-ins be necessary? If so, will that be via call, email or instant message? Also, at what times should these check-ins occur?

You’ll also need to set guidelines about what is allowed and not allowed, even in a remote workspace. The rules should be the same or close to what you have in the office, so if office workers have a set lunch period, it should be the same at home. If it is an expectation that in-office employees are to be cordial to clients, then remote employees should be expected to maintain absolute professionalism during calls and video chats from home as well.

You’ll also need to consider how new remote employees will be trained when they can’t see their managers face to face. A smart idea is to go with a screen-sharing utility that will allow management to follow along with the employee as they train. This same technology is useful for supervisors who need to check in on agents to ensure that they are keeping busy and completing their work properly.

Costs

There are many pros and cons as far as costs are concerned for remote employees. On the plus side, the more employees you have working from home, the greater price reduction you will see at the office concerning your utility bills and lease agreement. However, on the other side of the coin, if employees are not careful with internet usage at home, they could create a larger bill that could negate everything you saved. Set ground rules for internet usage to avoid an issue.

A great perk that your company could show within its promotional materials is how your transition to remote work is helping the environment. Just the fact that employees do not have to drive to and from work greatly reduces the number of greenhouse gas emissions in the atmosphere.

In addition, remote arrangements can also be more sustainable by conserving energy and refraining from lighting an entire office since employees work at home. With that said, employees can still waste electricity at home, so HR should send out an email about being environmentally conscious at their residences as well.

From a recruiting standpoint, the ability to hire remote employees can be a godsend as you can bring on employees from anywhere in the country. For companies that have exhausted the local talent pool, that could open a whole new world.

However, if you do hire employees from other states, you will have to consider potential costs in that regard as well. Different states have unique health insurance guidelines, tax rules and laws, so if following these requirements will impact your bottom line, then you’ll have some decisions to make.

Employee Wellbeing

The main benefit of having everyone working in one office is that it is easier to observe your staff and ensure that they are healthy and safe in all possible regards. When everyone is remote, however, that can be a bit more difficult, so you will need to know how your company will handle specific scenarios.

For instance, many working parents will need to care for their kids before they go to school in the morning. If they have an early work schedule, the task of trying to juggle work and family can sometimes take a toll and mental exhaustion can be the result. In those cases, your company could always offer flexible schedules where employees can start later or leave earlier as long as they complete their work.

On that note, even if your organization allows flexible schedules, there should still be expectations and protections set forth for when employees should be at their desks.

One of the biggest protections you should create from the beginning of a remote arrangement is protecting against cybercrime. We rarely think about the potential of a cyber-attack in the office because, in the back of our minds, we know that the IT team has the situation under control.

However, when employees are working from home, a lack of antivirus software and proper protection can allow any number of cyber-attacks, from phishing scams to viruses, to infiltrate the business network. Before your company recruits remote workers, your tech team will need to look at how to keep everyone in the organization safe and secure.

In the end, remote work is a great option that can allow companies to save money, help the environment, and hire from anywhere, but it is not a decision to take lightly. Consider the pros and cons listed here and make the best decision for your business.

The post Recruiting Remote Workers? Consider This. appeared first on RecruitingDaily.

A Harris poll commissioned by OfficeSpace Software found a majority of Americans (54%) who work in an office setting have returned to an office full time. However, half of those who went into an office before the pandemic (51%) don’t want to return five days a week.

When asked to identify which best describes their current employer’s plans for returning to the office – whether they’re already back in the office or plan to be at some point – the survey found 48% of Americans who work in an office, and whose employer changed their working environment due to COVID-19, said their organization expects them to return to the office full time, while 27% said their employer currently requires them to return to the office for part of the week.

When it comes to how they’d like their employer to handle the return to the office, it’s a mixed bag.

About one in five Americans who work in an office (17%) would like their company to allow them to decide where they work (in office, hybrid or fully remote), while 13% would prefer their company to require employees to spend most of their time working remotely. One notable finding: Some 41% would like their employer to expect them to return to the office full time, with the office looking and operating as it did before the pandemic, with minimal changes.

OfficeSpace CEO David Cocchiara wasn’t surprised by the results. Each of his customers, he said, is faced with unique challenges and employee needs as they create safe hybrid approaches to work. “Organizations continue to be challenged to strike the right balance in what the business needs and what their employees want,” he said. “There is no single approach that works for every organization”

Safe at Home

Employed Americans who worked in an office before the pandemic are divided about returning. About 47% want to work at an office five days a week, while 51% don’t. Women are less likely than men to want to go back full-time, 40% vs. 51%.

On the other hand, Americans agree on what they want from employers if they’re expected to return to the office.

• 71% strongly or somewhat agree their employer should require proof of vaccination.
• 70% strongly or somewhat agree employers should provide incentives for vaccinated employees.
• 70% strongly or somewhat agree there should be a mandatory mask policy regardless of vaccination status.

In addition, 43% strongly or somewhat agreed they would leave their job if their employer required them to go to the office every day. That’s down from December 2020, when a previous OfficeSpace survey found that 54% said they’d consider leaving their job if their employer required them to return to the workplace before they felt comfortable.

Finally, about personal interaction: When asked what they miss about the workplace, many Americans said they miss social time with colleagues (37%), in-person collaboration or meetings (29%) and a dedicated workspace/assigned seat (29%). At the same time, more than half (55%) said they don’t miss their commute at all.

The post Surprising Expectations Around Returning to Work appeared first on RecruitingDaily.

Attracting and retaining top talent has become more challenging than ever with the labor shortage and people leaving the workforce due to COVID-19. Optionality around where to work, competitive pay and benefits and work/life balance have become bargaining chips that translate to employee satisfaction and reduced costly turnover for companies.

“The Great Resignation” is top-of-mind for HR professionals as employees are quitting their jobs and switching companies, and even career paths, in droves catalyzed by remote work and the pandemic, both of which gave employees the time outside of the office to reflect on what’s best for them when it comes to a career.

This shift has all but forced employers to prioritize employee satisfaction and flexibility of choice or risk losing top talent to another company that will.

Numbers Speak

According to the US Bureau of Labor Statistics, hiring lept back up in August 2021, with monthly job growth averaging 586,000. But job openings continue to rise, and the time to fill these roles lengthens.

Among the unemployed, the number of job-leavers (unemployed persons who quit or voluntarily left their previous job and began looking for new employment) increased by 164,000 to 942,000 in the summer.

Further, a recent poll of US workers found that 95 percent of workers said they are thinking about looking for a new job, indicating the job market could continue to present hiring challenges for HR and talent acquisition professionals for the foreseeable future.

Remote Benefits

A recent survey from Brazen found that 39 percent of respondents would look for a new job if their current employer did not offer a remote work option. Remote and hybrid work flexibility has emerged as a highly coveted and expected benefit for employees, along with excellent healthcare plans (including mental health), more PTO and sick time, maternity and paternity leave and long-term health leave.

Offering employees the option to work remotely has become all but imperative, however, the distributed workforce has made recruiting more competitive, with employers no longer being limited to local talent pools. In this employees’ market, these perks are quickly becoming non-negotiables and employers need to listen.

Engagement and Retention

Employee turnover is incredibly expensive for employers, and according to Glassdoor, the average company in the US spends about $4,000 to hire a new employee, taking up to 52 days to fill a position. Further, an average company loses anywhere between 1% and 2.5% of their total revenue on the time it takes to bring a new hire up to speed.

As companies are increasingly hiring and onboarding new employees virtually, talent acquisition teams need to ensure candidate engagement and experience remains a top priority for talent retention and success.

For candidates, the first impression with a company is crucial. If candidates leave the interview feeling refreshed and excited by the new role, that positive experience will carry into the onboarding and day-to-day work life, and serve as a key tool in retention.

Revamp the Interview Process

Recruiting is an important, and often overlooked first step in retention, and talent acquisition teams that make interviewing a thoughtful, engaging and positive experience will build stronger and withstanding teams.

Some tactics for making the recruitment and interviewing process pleasant and memorable include:

Timely Follow-ups

Don’t make the candidate hunt down the recruiter for updates and next steps. Be proactive, transparent and communicative every step of the way.

Be Approachable & Available

Make candidates feel welcome and comfortable to follow up with questions or feedback following the interview. In the moment, important questions may slip their mind, but having the opportunity to get back in touch could determine if the candidate ultimately takes the job.

Share Company Values and Mission

The interview is the first impression for candidates to get to know a company and vice versa. Recruiters should share company values and mission statements early on to attract people who align with them and can enhance company culture.

Leverage Talent Network Groups

Connecting with employee resource groups and diversity networks helps recruiters tap into new talent pools and build diverse teams from qualified and engaged sources of talent.

It’s important for recruiters to also look for signs of dissatisfaction among employees once they’ve joined the team, such as information overload and burnout. These are serious and common outcomes of a remote workforce, and it’s important for employers to create a culture that is transparent when it comes to communicating expectations and boundaries around work/life balance.

Maintain It

While remote-enablement and internal communications technology can be distracting and lead to burnout if used wisely and with firm boundaries, it can be an incredible asset to a company and help employees feel engaged and connected with their peers. Additionally, clear internal communication results in a better learning experience, and ultimately a more engaged, productive and satisfied workforce.

Today’s hiring landscape is more competitive than ever and losing out on top talent literally impacts the bottom line, as a company’s output is only as good as the talent behind it.

For those companies that do experience high levels of post-pandemic turnover, time and money will likely be sunk into new employee training and onboarding, all while working to prevent burnout and further turnover with the existing employees picking up the slack of departed peers and ramping up new talent.

As we sit at the tip of the great resignation iceberg, there are a few crucial steps companies can take to retain talent at a time when it matters most. Leverage virtual technology solutions, embrace the hybrid workforce and offer other coveted benefits, spot burnout and listen to the wants and needs of existing employees.

The post Why Talent Retention is the Competitive Differentiator in Today’s Workforce appeared first on RecruitingDaily.

Onboarding is an essential part of the hiring process.  Companies have historically struggled to perfect and maintain satisfying onboarding methods even in-office, but now that the workforce is largely remote across the globe, we are met with brand new hiring obstacles. Part of the struggle is measuring virtual onboarding success; much of the struggle is just not knowing where to start or what to expect.

Take a look at this exclusive virtual onboarding checklist for you to keep on hand when bringing on new hires. Even if your virtual onboarding practice is the best around, you may find some interesting ideas we’ve collected from some of the most inclusive onboarding strategies we’ve found.

What You’ll Find Inside

1. A printable download containing each step of the onboarding process, from preboarding until 90-days in
2. Subitems complete with descriptions of each step
3. Creative ideas to enhance company culture, all conscientious of your virtual setting

More, of course. Take a look and give us your thoughts.

The post The Definitive Virtual Onboarding Checklist appeared first on RecruitingDaily.