Emma Mak • Staff Writer
The Benefits of Using Experienced IT Staffing Services
Remote work empowers both employees and their organizations. A recent Cisco study found remote or hybrid work improved employee performance, work-life balance, and mental and physical health — with 77.9% reporting it has enhanced their overall well-being. When no longer confined to office locations, employers have a greatly expanded talent pool to pick from.
But offering remote work is not all sunshine and rainbows. With a larger number of potential hires to choose from and the added challenge of finding individuals suited to working remotely, human resource departments face a head-scratching process of narrowing down the best candidates.
So how can your human resources department navigate the larger talent pool to find the best remote candidates? Here are some steps to consider:
Establish and Communicate What You’re Looking For
The larger the talent pool, the more job information and keywords you may need to include in the post. For example, a time zone, and any restrictions on where they can work due to tax reasons or employment laws.
When you define what you are looking for from a candidate, your job posting should speak to the people you want to attract and leave no room for misunderstanding. You’re looking for self-driven individuals who are adaptable and comfortable with building rapport remotely. In your job listing, make sure to not only document the job responsibilities but also establish the job performance standards, goals, and objectives.
Candidates will appreciate your transparency regarding expectations, such as core hours, in-person meeting requirements, or travel, so neither party wastes time. Keep in mind that talented candidates are often looking for positions that offer autonomy and flexibility.
You may also want to add information such as aspects of your company that make it an appealing place to work, such as learning opportunities, core values, and how you foster a strong company culture. For example, at Compucom, we have three straightforward values that the entire company is familiar with and can easily apply day-to-day: act like an owner, do the right thing, and have fun doing it.
Attract Skilled Talent
Finding candidates in high-demand talent pools can be tricky. Creating a company culture and employer brand that employees can brag about makes it much easier to attract new talent.
In a remote world, you have to get a little creative in how you stand out with your amenities and employee offerings. Remote employees demand tools that foster the communication and collaboration they would have typically received in an office. Highlight what your company offers.
Select a Candidate
You posted specific expectations of the role and outlined what your company brings to the table, but now you still have countless applicants to choose from. If you find narrowing down your list of candidates challenging, you’re not alone. In fact, a survey of talent acquisition leaders revealed that 52 percent of leaders felt the most difficult part of the recruitment process is shortlisting suitable candidates from a large applicant pool.
Your guidelines for what you want in this role can be used as a comparative checklist. — separate applications based on who meets your top requirements. Maintaining constant and consistent communication with candidates throughout the decision-making process may help prevent losing talent during that time.
When it is time to interview your candidates, ask questions relevant to working from home, such as: Have you ever worked remotely? What were some of your challenges, and how did you tackle them? How do you switch off from work? You’re looking for candidates who know the challenges of remote work and have strategies to handle them.
Remote Onboarding
You can authenticate your potential employee with proper identity verification and thorough background screenings. Failing to have a defined process for hiring and onboarding your remote hires may delay their start dates, and you risk wasting valuable time and resources the longer the gap is left unfilled.
Set Your New Hire Up For Success
Beginning a job is hard, but starting in a position without the right resources can leave a bad impression on an otherwise enthusiastic new hire. Keep your employees equipped from the start by having a set process to deliver the right workplace technology to their homes.
Additionally, provide the right collaborative tools, such as video conferencing platforms, to help the new hires integrate and connect with their teams. The better your associates are equipped for success, the less likely they are to leave.
No Time? Consider IT staffing
Compucom’s staffing division, eXcell, is well established to provide the assistance that your company needs. By handling background checks, hiring, onboarding, payroll, and resource management, we can help you save time, reduce costs, allow for growth, and increase productivity.
Our IT staffing service division, eXcell, has year over year maintained a high employee satisfaction rate along with an equally stellar assignment completion rate. We take on the job of filling your open positions whether contract, contract-to-hire, or direct hire. Proactive recruiting helps us find hidden talents and maintain relationships with in-demand consultants, so we’re always prepared for tight labor markets. We can fill any IT role from Level 1 Tech to CIO. We do this nationwide, every day, cost-effectively.
