Remote Workers: Ultimate Guide to Attracting and Hiring the Best

Remote work is more common than ever before, and it has increased dramatically in a short period. Before the COVID-19 pandemic, 17% of employees worked remotely five or more days per week. During 2020, that number grew to 44%, according to Statistica. And a Ladders 2022 quarterly report showed nearly tripled numbers of remote jobs within the year.

But one thing hasn’t changed: Just like in-office employees, you want to hire remote workers who fit your company culture and can provide the best of what you’re looking for in your open roles.

Now that many jobs are not on-site, the competition is greater. You’re competing with other organizations throughout the country. So, what do you do to recruit and hire the best remote workers? Here’s our cheat sheet guide for how to hire remote employees.

Know Your Needs Before Starting to Hire

You can’t hire the best remote workers if you’re unsure about your needs.

Before talking to candidates, get clear on what you want and need in your remote workers. What tasks need to be completed and goals need to be reached most? And in turn, what skills, abilities, and proficiencies should a candidate have to be successful?

Once you know the answers to these questions, you can go into the process with a good idea of your ideal employee for each position.

Be Aware of Your Brand’s Online Reputation and Messaging

Some of the best candidates will diligently research before applying to your company and meeting with you.

They’ll check websites like Glassdoor to see what you offer regarding compensation, benefits, and culture. That includes current and former employees’ opinions of your company.

And these details matter to candidates. So, search yourself and keep track of your online reputation. You’ll not only learn if there’s something you need to work on improving, but you’ll also get a feel for potential remote workers’ first impressions when they research your company.

Keep Expectations Clear in Your Job Posting

Don’t be vague or confusing about what you want from each posted job. Keep the requirements and expectations clear so there aren’t any surprises when you get to the interviews. Have several people from your organization (who will be working with the new employee) review the job posting. They can then suggest changes based on the role’s expectations.

Offer Benefits Relevant to Remote Workers

Many of the perks companies use to woo on-site employees won’t be meaningful to remote workers.

Instead, think of benefits digital workers will care about, such as:

  • Unlimited PTO
  • Gym memberships
  • Career development programs
  • Subsidized insurance plans
  • Childcare benefits
  • Discounts or coupons to local or online stores
  • Reimbursements on work-from-home setups
  • Virtual happy hours or team get-togethers

These are just a few examples. If you have current remote employees, you might ask them about what perk types they’re most excited for.

Give Interviewers the Right Information

If you want to hire remote workers for an open position, pay close attention to the questions and responses in the interview. Ask strategic questions that will give you a sense of how each candidate works, thinks through problems, and potentially fits within your company.

Also, make sure each interviewer knows what the employee’s role and responsibilities will be. Each interviewer can ask specific questions, choosing different work-related topics to cover. That will keep everyone on the same page in selecting the best employees.

Set in Place a Structured Recruitment and Interview Process

Staying organized will help you find the best candidate and keep candidates feeling confident about your processes. Some ideas include:

  • Letting candidates know each step of your interview process upfront
  • Sending candidates a link to each interviewer’s LinkedIn profile and a sentence or two about what they will cover
  • Following up quickly after each stage of interviews

Have a structured process that shows remote candidates you care about their time.

Turn to Your Current Employees

Finally, don’t forget about utilizing your onsite or current remote employees!

Ask for referrals, and provide rewards for those that convert to employees. Trust current workers to suggest good candidates for your remote positions.

Remote work is here to stay for many companies, even if that means more hybrid (part remote, part onsite) options. If you plan to hire remote workers, use this as a guide to doing so efficiently while impressing candidates.

Need help finding the best remote workers for your company? Alabama Media Group can help you target the most suitable remote candidates through a strategic multi-channel approach. Learn more by contacting us today.

How to Recruit Healthcare Professionals: 7 Essential Tips

Hiring processes have changed drastically from 5-10 years ago — and the same goes for candidate expectations. Modern technology, the pandemic, and an increased focus on employee well-being have changed the game, and healthcare employers need to keep up.

If you want to recruit and retain the best healthcare workers, you’ll need a strategy that accounts for the current challenges and prioritizes what matters most.

With that in mind, here are some tips on how to recruit healthcare professionals effectively and competitively.

1. Build Strong Branding to Stand Out from the Competition

Companies often underestimate the importance of branding. One might think, “why should I spend time and money on a company brand when I can focus on recruitment efforts instead?”

But employer branding and recruitment are intertwined in significant ways.

For example, Glassdoor reports that 61% of candidates read company reviews before deciding if they should apply for a position. In addition, 90% of Glassdoor users are engaged in finding a new job, meaning they are ready to find their new professional home. How those candidates perceive your brand will influence their ultimate decision.

So, don’t neglect your branding. Well-branded companies make better impressions (and have better conversions). If you need help, consider working with a marketing or branding agency to take the best steps toward upgrading your brand.

2. Plan for Flexibility in Your Hiring Process

Nurses and other healthcare professionals are busy people. Many of them are considering your opportunity while still working somewhere else.

You can make things easy on all sides by offering flexible application and interview options.

Allow candidates to apply straight from your website, and offer after-hours interview times. Virtual interviews through platforms like Google Meet are often ideal for busy individuals.

3. Ask Candidates About Their Soft Skills

Soft skills are about how someone interacts with others. The seven essential soft skills, according to Hubspot, are:

  • Emotional intelligence
  • Knowing how to be a team player
  • Having a growth mindset
  • Openness to feedback
  • Adaptability
  • Active listening skills
  • Positive work ethic

Since most healthcare professionals interact with patients and other humans all day, soft skills are crucial to success. Focusing on them also helps you attract and retain high-quality employees.

During interviews, you can screen for these skills by asking specific questions about person-to-person situations, such as how the candidate handled a work conflict or high-stress moment.

4. Keep Your Compensation and Benefits Competitive

If you want to recruit the best healthcare professionals, you need to offer competitive benefits. So, you might need to update current policies or compensation packages to better resonate with your target candidates.

The best candidates want to feel that you have their best interests in mind. That includes caring about things like work-life balance.

5. Prioritize Work Culture and Diversity

Inclusive, diverse work cultures are important to many candidates, especially younger talent. Take a good look at your organization:

Consider these questions and how you can work towards improving the answers during your healthcare recruitment efforts.

6. Have a Multifaceted Approach to Healthcare Recruiting

Anyone can post their job openings on a free job board. But that won’t cut it if you want to recruit quality healthcare candidates.

You need a comprehensive approach to your recruiting and hiring process. That includes combining job board postings with targeted ads, social media strategy, targeting local and regional markets, getting in front of nursing students, and more.

One method alone won’t be enough to reach the best candidates, so think outside the box and consider all avenues.

7. Combine Active and Passive Recruiting

Your ideal healthcare worker might not be looking for your opportunity right now — but they could be soon.

Passive recruiting ensures you’re first on candidates’ minds when they decide to move to greener pastures. That’s why, at Alabama Media Group, we combine active and passive recruiting measures to reach the highest-quality pools of candidates at any given time.

Contact us today for help with your healthcare recruitment challenges!