Let’s talk reality—hiring today is tough, especially when it comes to finding top “remote talent.”
You’ve posted open jobs and run ads, but the applications are just not coming in, or even worse, you’re losing them to companies with better remote setups.
But not anymore!
We are here to help you fix that with seven actionable steps to attract the best candidates.
Also read: A recruiter’s etiquette guide for remote hiring
How big is remote hiring in 2024?
If recent trends have made anything clear, it is that remote work is no longer optional—it’s the new standard.
In 2024, about 64% of employees are working fully remotely, and 98% of professionals want to continue working in such a way for the rest of their careers.
What’s more? 71% of companies now offer permanent offsite work options.
The numbers don’t lie.
It’s now a crucial part of how modern businesses function, giving staff the freedom they crave while providing companies access to a broader talent pool.
Today, workers look for companies that provide flexibility and won’t hesitate to seek employers who offer permanent virtual work options.
Also read: 10 ways to make remote hiring a cake walk!
7 hacks to attract the best remote talent to your company
1. Talk about your tech stack
A tech stack is a list of programs, software, and other technology used to accomplish a company’s goals.
In remote work settings, technology is literally the center of all operations. That’s why it is important to inform candidates about the technology you are using.
For example, if your employees have to use a VPN like CyberGhost when connecting to the company network, your applicants should know that.
Make sure this information is visible on your careers page or during interviews. Highlighting the technology you use shows that you’re a modern, forward-thinking company that values productivity.
In fact, investing in tools like Slack, Zoom, Asana, and Notion signals that your business is set up to facilitate smooth communication and project management, regardless of location.
If you want to make finding the right fit for your team more efficient, consider adding skill assessment software to your tech stack to ensure candidates possess the necessary skills before hiring.
Also read: How to set up a careers page? + 11 career site examples to inspire you
2. Showcase company culture
Just because you are not working in a physical office does not mean culture is not essential for your applicants.
But for remote workers, culture isn’t about recreational rooms or office meals—it’s about inclusion, recognition, and engagement from afar.
Channel your efforts into creating virtual spaces for socializing, such as virtual team-building events, recognition programs, or online employee shout-outs.
3. Offer flexibility while working
One of the main reasons why job seekers prefer remote work options is the flexibility that comes with it.
Companies that go over the top and offer flexible deadlines and unlimited PTO are seen as more attractive to work-from-home professionals.
Another amazing perk you can offer is asynchronous work, which allows employees to complete tasks on their own time.
4. Present the right benefits
Consider offering global health coverage for employees based in different countries, ensuring they have access to healthcare no matter where they live.
Professional development programs, such as learning stipends for online courses, are also highly valued, allowing employees to continue growing their careers.
Plus, you can also offer further (indirect) health perks such as gym or meal kit subscriptions.
Make sure that whatever perks you are offering are mentioned in your job postings.
Read more: Top 6 company perks recruiters can highlight to attract the best talent
5. Go beyond conventional job boards
Posting remote job opportunities only on traditional job boards like LinkedIn or Indeed might result in missing out on high-quality candidates.
Give a chance to niche platforms like “We Work Remotely” and “Remote OK,” specifically catering to the online workforce.
It might also be a good idea to go beyond job boards and use social media to recruit offsite staff.
Use Instagram, Twitter, and LinkedIn to share behind-the-scenes content about your work culture, highlight employee success stories, and show how your company supports its distributed team.
6. Think globally
With the help of remote working options, your team can include the best candidates from any corner of the world.
When trying to attract top talent from around the globe, you must cast a wide net with your parameters. First, ensure that your job descriptions are inclusive. That means weeding out insignificant limitations.
For instance, the best applicant might only be conversational in English. However, if you demand English fluency in your posting, they might not apply.
Cultural diversity also becomes a key factor to be considered.
Hiring employees from different countries brings varied perspectives, and you must be mindful of differences in work styles, communication practices, and religious holidays. Working with a global Employer of Record can simplify the process of managing international employees and ensuring compliance with local laws.
7. Get candidates from employee referrals
The only thing that remains the same in hiring for traditional jobs and remote ones is the power of employee referrals.
Staff members thriving in their roles can be your greatest advocates when bringing in new talent.
Tap into your team’s networks to find candidates who fit your company’s culture by offering referral bonuses or other incentives.
Leveraging APIs like a SERP API can help you attract global talent by offering insights into search trends and behaviors in different regions. By understanding what potential candidates are searching for in specific locations, you can tailor job postings and recruitment strategies that resonate more effectively with international applicants. Additionally, a SERP API can aid in identifying the best platforms or keywords to use in each market, ensuring your job listing reaches a broader, more targeted audience across the globe.
You might also like: Top 6 skills you should look for in your new remote hires
Frequently asked questions
1. What are some legal considerations when hiring remote employees internationally?
Hiring internationally means navigating various regulations, including tax laws, labor rules, and employment classifications.
Each country has specific requirements regarding worker rights, payroll, and social security contributions.
To simplify the process, businesses often partner with an Employer of Record (EOR) or global payroll services, which manage contracts, taxes, and legal compliance. This way, businesses stay legally compliant while focusing on building their global workforce.
2. How do I keep remote employees engaged and motivated?
Recognition and communication are key in keeping remote employees engaged and motivated.
Schedule check-ins, celebrate achievements, and encourage social interactions through virtual team-building activities. Career development opportunities like online courses or mentorship can also help them feel valued.
Also, giving employees autonomy and flexibility in their work hours builds trust and boosts motivation, increasing productivity and job satisfaction.
3. What steps can I take to improve employer branding to attract remote talent?
To improve employer branding for remote talent, highlight your commitment to flexibility, inclusivity, and remote-friendly policies.
Share employee success stories, emphasize your company culture through social media, and showcase the perks and benefits that cater to virtual workers.
Engaging with online communities or platforms dedicated to online work can also help boost visibility and build your brand reputation as a top employer for a distributed workforce.
4. What are some challenges of remote work for employees, and how can I address them?
Remote workers often face challenges like isolation, communication gaps, and difficulty balancing work and personal life.
To tackle isolation, encourage regular virtual team-building activities and create open communication channels. Clear expectations, scheduled meetings, and using collaboration tools like Slack or Zoom help reduce communication issues.
Supporting mental health and offering flexible schedules can also address work-life balance challenges, ensuring employees feel connected and supported.
Written by–
Guillaume is a digital marketer focused on handling the outreach strategy at uSERP and content management at Wordable. Outside of work, he enjoys his ex-pat life in sunny Mexico, reading books, wandering around, and catching the latest shows on TV.
