The rise in remote working has seen a variety of changes for individuals and businesses alike, so it’s no surprise that the recruitment industry has been greatly affected. Anyone who has begun a job search or hire drive will have noticed the impact of remote working on the recruitment industry, so let’s take a look at the biggest shifts we’ve seen and what this means for the hiring process in practice.
The increase in remote working has naturally led to an increase in remote recruiting, but that doesn’t tell the whole story. What began many years ago as a largely local and employer-led industry has changed beyond recognition in recent times, as those in talent acquisition shift their approaches in order to deliver the best possible service.
As an industry, we were already headed firmly in a global direction. After all, the days when every employee had to walk to work are long gone, so the idea of ‘local’ recruitment has already passed.
With the onset of technology – and countless software platforms being invented that enable employees to work from literally anywhere – there is also no need for the industry to stop at national searches. Remote work means no candidate has to consider relocation.
It’s important to note that such a shift hasn’t been down to recruiters alone. Any business that may have been sceptical about the benefits of remote working has largely had its doubts erased by enforced work-from-home policies that occurred through the global pandemic. And more managers have seen the benefits of not having to pay for expensive office hires, combined with the fact that fishing with a bigger net has a greater chance of catching the very best talent.
Those who have enjoyed remote work for the first time are less prepared to go back to the ‘old normal’. As a result, there’s a percentage of candidates out there who will no longer consider roles if they aren't remote positions or do not offer hybrid options.
More candidates are aware of their worth and are less prepared to have terms and conditions imposed upon them by a potential employer. Having already proven that they can work just as effectively from the comfort of their own home, there’s a growing number of candidates who would rather go freelance than return to a traditional office setup.
Remote work is not just a flash in the pan for employee engagement – nearly 75% of employees surveyed in a Softchoice study said they would quit their job for one that offered remote work. Read more on the ways remote working has improved company culture here.
Traditional talent acquisition often placed a focus on qualifications and experience. Conversations at the interview would centre on the candidate’s knowledge, regarding areas of expertise. Whilst these facets of recruitment are still important, more employers open to remote work are increasing their skill-set requirements.
The reason for this is simple. Managers need to be able to trust their employers to manage their brand’s security. They need to be sure that a remote employee will work during the hours they’ve set, make deadlines and be able to communicate clearly through digital means.
As a result, one impact of remote working on the recruitment industry is that we’re seeing more skill-set requirements relating less to specific job roles and more to areas of reliability, excellent time management and communication. Those looking to work remotely need to prove that they can perform to maximum capacity without a supervisor being present in the room.
Traditional onboarding was never merely about teaching new employees all about your brand’s philosophy – it was an excellent opportunity to get to know them too, and for them to be introduced to various members of your workforce. Remote recruiting has called for a major shift in the onboarding process.
The recruitment industry has managed to create a modern alternative, thanks to modern technology. The likes of video software have made it possible to hold both formal and informal meetings, even if attendees are spaced out across the globe.
Candidates receive contracts electronically, more companies are adopting digital signatures, and payment platforms such as Deel have made it easier and more affordable for companies to hire talent overseas, without needing a local legal entity. The world of work has gone more app-tastic than ever before, and the recruitment industry is no different.
If you’re looking to embrace remote work within your own organisation but are concerned about the morale within remote teams, check out this article on innovative ideas for remote working team building.
Studies have shown that diverse workforces – or those made up of different age-groups, genders, lifestyle preferences, neurological differences and nationalities – are far more likely to deliver success.
After all, every business has a core aim to sell a product or service range to as many people as possible. Given that consumer bases are naturally diverse, firms that can accurately address different needs have a greater chance of attracting more customers.
One major impact of remote working on the recruitment industry is that it’s now easier than ever to hire a diverse workforce. Back in the days when recruitment had a more local focus, diversity hiring was often a huge challenge. You could only hire what was available in the local area, or those who applied directly. But with no such limits in place, companies wanting to expand into new regions, or prioritise hiring from more diverse pools of talent, can go straight to the candidates and launch a remote hiring drive online to reach a broader, more varied audience.
Like many industries, we’ve seen some great changes as a direct impact of remote working. Whilst we can’t ever foresee a world free from challenges, such changes have enabled us to deliver a greater service value than ever before.
Using technology and extending our reach into fresh candidate markets has helped our talent pool grow, and when it comes to acquiring the top talent out there, we’re no longer restricted by geographical limitations. Remote recruiting means that we’re able to match candidates to employers with greater ease, and increase our chances of finding the right capabilities for your business. If you’re looking to find someone who can make a genuine difference to the fortunes of your own enterprise, get in touch today.
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Elements are the pioneers and leaders of Embedded Talent Consultancy. Our consultants are embedded within some of the world’s best-known organisations, solving their toughest and most complex hiring challenges.
In addition to our work with leading brands, including Spotify, IKEA and TikTok, we have helped scale SME's and Start-ups, including Zendesk and Stitch & Story.