From the start of the pandemic, which led to multiple lockdowns around the world, the lives of millions of people have changed drastically over the last two years.  The economy of every country has struggled with tremendous challenges causing people to lose their jobs or forcing many to work from home and look for remote jobs. Adapting to a new work lifestyle was the only way to move forward for employers and employees; adapt or fold.

The employers initial challenge was to adjust job roles to fit with the ‘work from home’ model to ensure work could continue as seamlessly as possible and most of all to retain and keep their employees engaged.

The next hurdle was to attract and hire new remote employees and Human Resource departments had to come up with new ways to reach job seekers.  Finding employees, conducting interviews and finalising selection, all done remotely.  This was quite a transformation from the usual processes that had been used for years.

Using Social Media

Social media is not to be underestimated.  According to a report on social media recruitment statistics, 70% of millennials found their last position through a social media site.  Using social media to recruit may be cost effective and time saving but that is not the only reason so many companies are using this platform.

By keeping your own social media pages up to date and relevant, potential employees can see your company values, vision and brand, thereby making it easier for candidates to do their research before any employment decisions are made.

Maintain a Solid Company Culture

Deloitte feels that ‘few factors contribute more to business success than culture – the system of values, beliefs, and behaviors that shape how real work gets done within an organization.’  In their survey, 87% employees felt that culture is important in a workplace.

By representing your organisation as a reliable and employee friendly workplace, job seekers will see this as a positive, welcoming environment to work in.  An outreach program, sports day, a birthday celebration or an award, whichever environment your company culture is creating will attract the ideal candidate to join your company as a remote worker.

Mission Statement

Gone are the days when an organisations vision statement was just a short paragraph on the back page of a company brochure.  Now a great online vision statement allows candidates and employees to immediately identify your companies clear and concise purpose, that your values and vision align because it’s visible to anyone who is interested in researching your company online.

Describe clearly on your website and social media pages how your vision and values are not only beneficial to the organisation but all employees and society as well.

Job descriptions

The first thing a remote job seeker sees while searching online for work is a job description.  A well-defined and interesting description can catch the attention of a remote worker that would be the right fit for your company.  A clear and precise job description would contain a short job title, a job purpose that gives a ‘birds eye view’ of the role and then job duties or responsibilities, describing the fundamental nature of the job.  In addition, mentioning the benefits of the job is a great way to motivate prospective employees.

Online interviews

From pre-screening interviews to pre-qualification tests and the actual interview, the interview process is a time saver when done online. Ensure that the process is efficient; proper notice is given and guidelines given to ensure a smooth interview.

Regular Interaction

Remote workers who are used to connecting with coworkers in person can feel demoralised and isolated.  Having to create their own structures and motivation, remote workers can often feel emotionally distant and no longer part of a team.  Not only is this isolation often bad for employees but it is also bad for business.  Once the employee feels disconnected from work and from the culture of the company, they have lower performance, lower productivity and are more likely to resign.

That’s why it’s important to create opportunities for connection remotely, connections that can be made at organisational, team, and individual levels. Be part of assisting your remote workers connect to your organisation, each other and the work environment.

Feedback and Suggestions

Request regular feedback and suggestions on everyday decisions from your remote workers, it may seem a minor action to include your remote employees but that can be the incentive to stay motivated and still feel part of the team.

Physical Health

According to Upright Pose, ‘on a typical remote workday, one in three workers sit in their work chairs the entire day and 63% walk only to go to the bathroom or kitchen. Meanwhile, 24% of remote workers never leave their home.’  Just 15 minutes of movement and exercise a day can help with stress and prevent heart disease and other physical health problems.

Many companies have started to adopt various activities focusing on their employee’s well being in terms of physical health as in the end, the quality of work is directly dependable on the employee’s health. This is where you could ask for suggestions and feedback as a team for ways to assist with exercise ideas, group meditating or taking regular time out to move around.

At the end of the day, the success of an organisation depends on the people working for it.  Even when working remotely, the employees wellbeing, efficiency and productivity is essential to the overall productivity of the organisation.

Julia Baker is the Marketing Manager of Executive Placements.