When it comes to remote work, the biggest benefits according to employees surveyed in Buffer’s 2020 State of Remote Work report are the ability to have a flexible schedule (32%), the ability to work from any location (26%), and the lack of a commute to and from the office (21%). For employers, there are numerous benefits to a remote work force, including higher retention and profitability rates. Based on statistical analysis from organizations like Buffer, Gallup, and Global Workplace Analytics the “remote work revolution” is here to stay. Below are the top 4 benefits of remote workers and how to find and hire them using a trusted Talent Acquisition Partner like AccruePartners.
- Expands the Candidate Pool
Traditionally, when hiring new talent companies were limited to a radius around one location if they did want to incur costly relocation benefits. The opportunities are endless with remote work and recruiters can expand their candidate pool and connect with top talent located across the nation. Not only does remote work increase the number of job opportunities available in the market, but it also gives employers the opportunity to find the most qualified candidate that will match their culture and team as the “right hire.”
- Maximizes Cost Savings
Organizations typically save an average of $11,000 per year for each remote employee. The bottom line is important and while employers can physically remove expenses like stationery supplies and desk purchases, they can also save in time expenses when working with a trusted Talent Acquisition Partner. Firms like AccruePartners, are experts in finding and matching top talent in collaboration with the hiring manager and decision-makers. Through an extensive screening process, the hiring manager will only be presented with qualified candidates to interview so that they can focus on essential business functions without worry about the hiring process.
- Improves Employee Retention
Finding, hiring, and training the right hire is expensive for employers. 95% of employers say that offering work remote benefits has a positive direct impact on reducing attrition of valued employees. With over 80% of employees wanting to work from home at least some of the time, and 76% stating that they would be more loyal to their employers if they had flexible work options, it’s important to recognize and integrate strategies to attract and retain the top talent of your organization.
- Increases in Productivity and Ultimately Profitability
Happy employees are productive employees. Remote workers share that they are happier in their jobs 29% more than on-site workers due to a better work-life balance. With drastically reduced commute times, distractions, and stress levels, remote employees are 77% more productive and effective when working from home.
Hiring Remote Employees with AccruePartners
While we have only outlined 4 of our top benefits of hiring remote employees, the possibilities can be endless for your organization and employees. Our team at AccruePartners is experienced in searching and hiring remote talent and continue to refine our proven processes to be a partner with any organization looking to hire. Learn more about partnering with us and building the people, companies and careers that drive your organization forward together.
Staying knowledgeable on candidate motivators is essential to winning top talent to aid company success. There are 5 prime motivators that apply to all employees and the list single handedly influences the migration of talent to new opportunities.
- Better Quality of Life
- Opportunity for Advancement
The importance of improved work-life balance attributes to a candidate’s desire to negotiate for flexible hours or explore new career opportunities. Quality family time at home, maintaining mental health in the workplace, and ensuring physical well being are all components of the necessity of work-life balance and professional quality of life. (Example interview questions: What is the flexibility in your current position? What does your ideal schedule look like?)
People inherently want to be “good” at what they do. This transcends into the workplace by managing up for more responsibility, opportunity for advancement, or new sizes/scopes of projects. Feeding an employee’s professional ego in their current role allows the company to capitalize on an individual who has a tenured understanding of the company and will bring new perspective to projects and advanced roles. An individual who is craving an ego boost that is not being fulfilled or acknowledged in their current opportunity may seek new positions outside of the company. (Example interview questions: Have you had any promotional opportunities in your current role? What types of projects and new responsibilities are you hoping to take on?)
Location, location, location – geography in relation to proximity to the office is a key prime motivator for candidates and employees. Chances are, an individual who is currently commuting an hour to and from work is going to get burnt out by the repetition and time spent in the car. A new opportunity that shortens a commute by 20 miles and gives you the ability to go home on lunch breaks to see your family, let the dog out, etc. is going to have high appeal. However, heightened commute can be worth the travel depending on the candidate if other prime motivators outweigh the location. (Example interview questions: What does your current commute look like in the morning and afternoon?)
One of the most common influencers when debating a new position is money. A person’s salary plays in to the other 4 points. Income has an impact on quality of life, ego, advancement, and location. If an employee can afford to take their summer family vacation, purchase a new home, etc. they are more likely to be content in their current role. Promotional opportunities often bring a bonus or increased salary and a candidate who is well paid may overlook an additional 20 miles on their daily commute. (Example interview question: Have you received bonuses or pay increases since you started with your current company? Where would you ideally like to see your salary?)
Attracting candidates and retaining employees are dictated by balancing the 5 key motivators. If your team is looking to expand – make sure you’re incorporating interview questions around the 5 points to identify which motivators are most important to your candidates. It’s important to check in on these points of attraction throughout the hiring process and during regular performance reviews to course correct and increase retainment of your top talent.
Reach out to AccruePartners today to hear how we pay attention to the details of candidate motivators and client opportunities to make the perfect match.