How Remote Workforces are Changing Recruiting and HR

TSP • @myTSPnet


We’ve seen many changes in the workforce as a result of the shift to remote work in 2020. Among the plethora of these changes is the transformation of the recruiting and human resources sector of business. Recruiting and human resources as we know it may never look the same after this year. Recruiting, interviewing, hiring, onboarding and company culture implementation have shifted greatly due to the effects of the COVID-19 crisis.

Searches for remote work on LinkedIn has increased by more than 60% since March 2020. This year has taught everyone that many jobs have the capability of being completely virtual, and candidates are realizing they can work from anywhere and are seeking permanently remote jobs with more flexibility.

A study conducted by researchers at Harvard Business School shows that 16% of Americans are projected to continue working from home or under a hybrid model of working partly in person and partly at home long after the COVID-19 crisis ends.

According to a study from Vettery, an online recruiting marketplace, companies are starting to consider hiring remote-only employees. Surprisingly, 39% of companies indicate that they have always had remote-only policies, while 24% indicate they only recently changed policies to allow for more permanent remote opportunities. Additionally, 35% said they do not plan to allow for remote-only employees.

With an increase of jobseekers and permanent remote work across the world, employers have seen a rise in relevant applicants in the recruiting process. The candidate pool is much larger than ever before because of the higher unemployment rates combined with the ability to work outside of the company’s direct location.

Employers are seeing an increase in relevant applicants because remote work has allowed for a quicker hiring process and the elimination of the need for new-hires to move to the company’s location.

Remote work provides the opportunity for an increase in diversity and inclusion in the workplace. With the shift to more location agnostic opportunities, companies have the ability to draw a larger employee pool and thus eliminate location bias in the hiring process. The termination of location restrictions permits employers to introduce more diverse perspectives to their companies.

Additionally, employees have the opportunity to choose living locations based on personal preferences and not convenience to work.  

With an increase in the job applicant pool, competition is at an all-time high. Cover letters are applicants’ opportunity to stand out and personalize their applications. Thoughtful and well written cover letters garner attention from recruiters and are growing in importance as the recruiting process remains remote.

A personalized cover letter lets the recruiter know the applicant did research and showcases the desire to work and contribute to the company. Recruiters are looking for candidates who can convey in writing their personality, charisma and eagerness to work while minimal opportunity remains for in-person meetings.

While work remains remote, companies are continuing to grow and evolve. One of the biggest changes in the workforce during remote work are the contactless hiring and onboarding processes.

Remote recruiting encompasses much more than a video call. Contactless interviewing processes differ greatly from the typical interview process. Without the ability for both the employer and interviewee to have a personable interaction, both parties need to be extra intentional with communication and presentation. Read more on our tips for conducting a virtual interview here.

Onboarding new employees in a remote work environment poses new challenges, but thankfully we have 5G technology and collaboration tools to make the process a little more natural. Human Resource departments must create a remote onboarding process that allows new hires to feel welcomed, trained and integrated into the company without having the opportunity to experience life at the physical office.

After remote employees are onboarded, employers are challenged to create the camaraderie that is built through personal interaction. For ongoing success and long-term commitment from employees, companies must be creative in keeping employees engaged.

Even when the time comes for workforces to return to the office, recruiting and HR processes will continue to evolve. Some companies will remain remote for the long-haul and many candidates will still prefer the remote option after the pandemic crisis ends. Human resource departments and recruiters must remain flexible, especially as collaborative technology continues to evolve and as management considers the best way forward for continued success of the respective companies.