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Why employee referrals are crucial for hiring in tech, and how to get them

Posted on June 23, 2022 by temp

Tech companies are in a tussle for talent like never before. Back in 2018, a LinkedIn study highlighted the industry’s Achilles heel: a chart-topping turnover rate, 13.2% at the time. With the pandemic easing, the problem seems to have resurfaced and compounded. Multiple sources now reveal Indian IT majors grappling with an attrition rate upwards of 20–25%. Nevertheless, the silver lining, experts suggest, is that the massive churn in the employee talent pool should settle down as 2022 progresses.

Hiring teams find themselves amidst considerable buzz and tension in the job market. Employees who may have earlier not considered changing alliances, now aspire for value in different shapes and sizes, be it a fatter paycheck or a flexible work schedule. They are open to jumping ship. Simultaneously, the rapid pace of digital acceleration juxtaposed with the sparse availability of highly-qualified, domain-specific talent means that hiring managers must act swiftly and smartly.

There may be no way to entirely ‘short-circuit’ the hiring process. However, treading the plank of employee advocacy has proven benefits: better talent, shorter hiring time, reduced cost per candidate – the works! Here’s why employee referrals are too crucial a hiring method to be left underutilized in 2022.

Why do employee referrals work?

Statistics show that employee referrals amount to a large percentage of any given company’s total hires. Data by Gary Crispin published on SHRM pegs this figure at 28–30%, and this can rise to about 45% if more emphasis is placed on the method.

From the perspective of the candidate, a referral establishes an element of trust. Job listings and company websites provide a minimal amount of data about working in the organization. Getting invited by someone who’s ‘been there, done it’ can create a crucial bond between the potential hire and the company. It’s similar to booking one hotel rather than the other, if for no other reason than the reviews. Candidates are likely to go where they have good reason to believe they will succeed.

From the perspective of the employer, a referral means the candidate is, to some extent, already pre-qualified. The fact that a candidate is referred to the company by someone privy to the work culture and demands can drastically improve the quality of the hire. In other words, candidates coming through employee referral programs are vetted by more than the HR team.

It’s a win-win for candidates and hiring teams, and this is reflected by the fact that referrals enjoy a much higher job-offer rate than regular applicants.

Top advantages of employee referral programs

88% of employers agree that employee referral programs are the best source of recruitment, backed by data from Zippia . Here are some reasons why:

Larger talent pool

An employee referral program grants instant access into the employees’ networks. The best talent may very possibly lie outside the company’s reach, and employee networks can help expand the talent pool exponentially. Moreover, many potential employees may be “passive” about wanting a new job and so, may simply not appear on job boards, search engine ads, career pages, and so on.

Higher conversion rate

Data from software company Jobvite shows that referred candidates enjoy a conversion rate of around 40%. Having such a high number of successful placements vis-à-vis the jobs available is extremely beneficial to the budget. It means spending less on the recruitment process. What’s more, compared to the copious amounts of résumés received through other channels, employee referrals are normally few in number. Companies have access to high-potential candidates through referral programs.

Quicker turnaround time

In a tech world of fierce competition and unrelenting product development deadlines, time is not just money – it’s survival. Here’s where a referred candidate can be gold. The fact that a referral makes candidates and recruiters confident of success translates into a more pleasant recruitment process. Statistics reveal that it implies a shorter recruitment time: 21 days versus the 39-day average, according to data from software company ERIN.

Longer service tenures

Statistics from ERIN also reveal that referred employees stick around longer. Compared to those who come through job boards, nearly double the amount stay committed to a company for double the time frame. Why do referred employees budge less easily? It is probably because they have the inside scoop before joining. They know what they are getting into and make an informed choice to join the company.

Better culture fit

Job listings seek to match technical skills with project requirements. However, will the candidate fit into the team? How will the candidate fare in the company in the long run? A current employee who knows both the company’s culture and the candidate’s personality can help bridge this divide. In fact, recruiters see this culture fit reflected in a high level of employee engagement.

Lower costs per hire

Multiple sources agree that employee referrals are less costly than other sources of recruitment. Companies sidestep the fees they’d encounter along the traditional hiring routes. More importantly, when putting together domain-specific skill, a low time to productivity, and a high retention rate, the result is a better quality employee – at a cheaper price tag!

How to inspire great employee referrals?

Invest in the program

Employee referrals are cost-effective, but they aren’t free! Here’s what companies can offer.

Cash bonus: Keep it attractive and inclusive. That is, the amount should incite action, and it may be beneficial to open the program up to all levels of employees, be it executives or interns.
Non-cash rewards: Incentives such as a ‘paid vacation’, ‘raise in seniority level’, ‘public recognition’, or ‘dinner with the leadership’ can work better than cash equivalents. They build the referrer’s interest in the company and strengthen the company culture

Keep it simple

Devise a referral program that does not have too many terms and conditions. If it is overly complicated, employees will not participate as eagerly. Moreover, create a straightforward process for candidates to be referred: an online form is great. If the referral program can integrate with social media, even better!

Question and respond

Employee referrals are no magic handshake. They don’t have to work: they can fail! Because the quality of the hire depends on your current employee’s experiences with your company and with the candidate, it can be beneficial to get some data on this during the referral process. This will help sift high-quality referrals from those of a lesser grade.

On gaining a referral, respond to the candidate and referring employee promptly. This keeps all parties interested and the program rolling. A quick response gives the candidate the preferential treatment they may expect. Updates to employees tell them their work is valuable.

Employee referrals are extremely valuable, but cannot be the sole plank. They can suffer from low data and a lack of diversity. Ideally, employee referrals should complement other recruitment methods. For instance, when you partner with Talent500, you get access to over 200,000 pre-vetted professionals gunning to fill the ranks at quickly-growing start-ups and Fortune 500 companies. Our AI-powered tools provide access to 5x faster hiring, data-driven profile matching, and multichannel sourcing. Schedule a consultation and learn how to put top-draw talent from renowned talent hubs across the globe within your reach today!

4 Keys to balance autonomy and structure in a remote-first era

Posted on June 23, 2022 by shanthamurthy

After two years of remote work being the status quo, employers appear to be now marshaling their troops back to the office. Simultaneously, a survey by Owl Labs revealed that 90% of workers agreed to being equally or more productive working remotely, with 84% positing that working remotely post-pandemic would make them happier. Some would even take a pay cut to retain remote work privileges. These apparently contrary work models seem to have fused into the hybrid work model. In fact, 74% of U.S. companies have or will implement such a model, according to Zippia.

However, how should a work model that includes remote workers function on the practical level? Should leaders relinquish most of their control over how their employees work? How can structured work have a place in a world where employee freedom is prized? Here’s a quick take on how to balance autonomy and structure in a remote-first era.

Autonomy drives employee experience

The word ‘autonomy’ is closely associated with the ideas of freedom and self-governance. In context, it means allowing the employee to determine when to work and where to work from.

As 2021 played out, one could quickly recognize different degrees of autonomy emerging from company policies:

Low autonomy: In-office days and timings are fixed
Moderate autonomy: Must fulfill certain amount of hours at office
Complete autonomy: Can work at anywhere, including office, at any convenient time

Arguably, there are some businesses that require their employees to work at a low level of autonomy; a nurse, construction worker, or barista needs to be on-site. However, through the pandemic, a majority of organizations realized that they could be a lot more virtual than they imagined. Interestingly, Jabra’s Hybrid Ways of Working 2022 Global Report reveals that autonomy and employee experience enjoy a direct correlation.

What Jabra found was that the more autonomy you afford employees, the greater ‘belonging’, ‘motivation’, ‘productivity’, ‘trust in team’, ‘trust in leaders’, ‘impact’, ‘work-life balance’, and ‘mental health’ they report having.

Key #1: Employee autonomy is mutually beneficial

Autonomy is not inherently opposed to structure

As contradictory as it seems, employees require to be ‘controlled’ by some set of principles if they are to exercise their freedom effectively. It’s similar to having markings that define the length and breadth of a playground to enable play within. Without boundaries, autonomy breaks down.

In fact, a report highlights the impressive degree of autonomy Netflix affords its employees – they, not HR, get to decide about things like maternity leave and travel expenses. Amazingly, employees are willing to earn this autonomy by digging into the company’s foundational documents and aligning their vision with that of the organization.

The report also chronicles Alaska Airlines’ grappling with the issue of how much freedom in decision-making to offers its frontline workers. After meandering through periods of freedom and then micromanagement, the airlines leaned towards autonomy, but one that rests on “well-understood limits”.

The moral these stories teach is that certain principles need to form the basis for autonomy, if autonomous decisions are to safeguard the company as a whole. This could play out in the form of:

Vision and goals of the company
Rules pertaining to work ethic
Broad guidelines for employee behavior and attitudes
Norms for meeting deadlines
Channels for offering and receiving feedback
Training sessions that illustrate good use of autonomous decision-making

Key #2: Autonomy requires some structure and alignment of principles

Transitioning towards the right blend

The future of work is hybrid – but how will it be structured?

Google proposes a flexible work model, wherein its employees come to the office about 3 days per week. “Since in-office time will be focused on collaboration, your product areas and functions will help decide which days teams will come together in the office”, Google’s message to its employees reads. Google also envisions a workforce wherein 60% come to the office a few days a week, 20% work in new locations, and 20% work from home.

Kissflow’s approach is slightly different than that of Google’s. Its REMOTE+ model proposes teams choose between working in-office or remotely. However, every team must work in-office for one week in a month. Kissflow would generously provide accommodation for employees who need to travel for the week of in-office work. To create cross-team bonds and interactions, Kissflow plans monthly meet-ups, quarterly conferences, and offsite trips!

So, is the right blend of autonomy and structure expressed in a hybrid model simply a matter of picking policies that seem attractive? One must search deeper.

Having the right employees

Kissflow is intelligent when it includes in its REMOTE+ model the following line: “We will make a conscious effort to hire employees who thrive in a remote work environment”. The key is to have employees who can deliver when deprived of the social support, structure, and facilities the office offers. So, you want employees who can be self-disciplined when alone, but generous in understanding the organization’s needs for in-person work as well.

Making the right organizational changes

Real estate commitments are a solid reason organizations may be reluctant to divest itself of the control it has over where its employees work. After all, if it is locked into a long-term lease, it may not be able to funnel those finances into improving remote work infrastructure. Another issue is that of employees whose role it was to supervise others. Now, such a role may not be needed; or if it is, it will take added effort.

Navigating such issues is time-consuming, but as you do so, expect your hybrid work model to emerge refined.

Key #3: Achieving the right blend is a process. It demands policy, workforce and organizational tweaks.

Making your hybrid work model viable

Investing in remote gear

When remote work hit the world, many employees made it possible with their own finances. Data from SHRM reveals that 51% percent of remote workers shelled out $100–499 on equipment or furniture. Moreover, 61% did so out of pocket. The major issue here is that such employees lose their sense of belonging with their company. Investing in your employee’s tech gear is a way of saying, “we want you to be autonomous, and we are with you wherever you choose to work”.

Using the right collaboration tools

A 2021 Gartner survey revealed that ~80% of employees used collaboration tools in 2021. The figure hovered around 50% in 2019. Such tools are imperative to sustaining a workforce that’s connected more in the cloud than at the office. Some of the best out there include:

Monday.com – Project management
Zoom – Video conferencing
Trello – Kanban boards
Slack – Team communications
InVision – Design collaboration & digital whiteboard
Dashlane – Password manager
GSuite – Office suite

Key #4: Investment in home and office makes remote and structured work possible

Building the office of the future

Since structured work in the office will be highly intentional, companies need to create spaces that prioritize focused work alongside spaces that promote collaboration. Some ideas from leading tech firms around the world include:

Conference rooms with large screens installed at eye level: this helps with inclusivity in videoconferencing
Café-style seating and wraparound terraces: for an experience similar to home or remote-work settings
Multipurpose areas – to enable collaboration and accommodate employees when many turn up
Private pods with soundproofing – for focused work that may include video calls

These strategies are sure to help you strike the right balance between autonomy and structure. If you are on the hunt for remote-ready candidates, look no further than Talent500. We use AI-powered algorithms to assess profiles across 100’s of parameters and offer access to pre-vetted talent that’s been through comprehensive skill interviews. To build a remote-first or global workforce, book a consultation with T500 today.

Bias in AI recruitment: four ways to solve it and pave the way forward

Posted on June 23, 2022 by naveen

AI adoption was well underway far before 2020, and leaders across industries were finding ways to incorporate it into the operational model. But as the pandemic came around and forced large-scale digitalization, a PwC study reported that 52% of companies saw this as a catalyst for AI adoption.

This seems only logical, as AI is arguably the best technology for a world forced digital. What’s more, there are obvious upsides, namely better productivity, heightened innovation, and more efficient problem-solving. In fact, a 2021 report by Gartner suggested that the global AI software market in 2022 will total $62 billion. This will be a nearly 21% increase from 2021 and indicative of the fact that AI adoption isn’t slowing any time soon.

Naturally, the use of AI has trickled down into HR processes. Now a notable part of the recruitment process, AI offers many benefits including a faster interview process, increased objectivity, improved quality, heightened experience for candidates and reduced costs. A significant advantage is AI’s ability to provide objective results and eliminate common human errors in the recruitment process. But like any technology, it has its bugs. Research suggests that AI recruitment algorithms can increase the bias against women.

While gender bias is one form, other types of biases in AI recruitment can harm an organization’s goals and success. But as AI maturity sets in, organizations can successfully implement AI in recruitment for the right outcomes. To understand these vulnerabilities for bias in AI recruitment, how organizations can tackle them, and its potential going forward, read on.

Bias in AI recruitment

A key reason for AI recruitment technologies to result in biased results is that humans primarily train these algorithms. Algorithms defined with bias can neutralize the positives that AI brings to the table. For instance, algorithms can pick up on cognitive bias, such as confirmation bias, gender bias, or affinity bias. Here, the main vulnerability is during the assessment of poor prior decision-making. Both past and present decisions can lead to bias in AI recruitment.

When AI algorithms look to learn from prior decisions, it looks for patterns to form the basis for future decisions. Studies reveal that AI predictions based on past hiring decisions can reproduce the same patterns of inequality in all recruitment strategies, even when sensitive characteristics get eliminated. As a result, HR professionals relying solely on the outcomes and predictions of AI will unknowingly make biased decisions.

For instance, bias appears when the algorithm scans and ranks the applicants based on specific traits present in the original data. When an application demonstrates certain traits that are different from the original input, the algorithm can downrank the candidate, even if the traits are irrelevant to the job.

Strategies to tackle AI recruitment bias

Companies can successfully use AI for recruitment with strategic planning and implementation. These strategies can help organizations identify the source of the bias and deter it from spreading further. Here is a breakdown of these tactics for deeper insights.

Maintain meaningful human supervision

According to research, organizations can improve performance when machines and humans work together. While implementing AI in recruitment protocols, organizations need to ensure that their AI software is human centered. This is because employers can add the human quotient and pick on the cues that AI cannot detect.

This enables informed decision-making that isn’t solely reliant on the technology’s insights. For this to be effective, employers need to be conscious of the bias they bring to the table and ensure that it doesn’t play a role in their decisions. Ideally, companies should have a diverse committee responsible for catching bias occurrences that would otherwise slip through.

Rely on proven techniques and AI models

Tried-and-tested techniques can assure organizations that the AI model they rely on will work favorably. While these do require a fair bit of tailoring, proven AI techniques can help organizations reduce bias as well as make it more cost-effective. Proven AI techniques can help the hiring team receive relevant and unbiased data, as well as allow them to focus on other characteristics during the interview. This includes non-verbal cues, body language, and other things that AI can’t yet analyze accurately.

A successful example of such a tactic in motion is the hiring practice at Unilever. The organization uses brain games and AI to compare and analyze candidates’ skills. This can help the company significantly improve diversity in the workforce. This works for Unilever because despite the new technology, they have adapted it to work with a traditional and effective technique.

Perform audits and rectify the data

AI algorithms left unchecked are a major cause for concern. They can reproduce the same biased decision, effectively hampering the organization’s efforts to eliminate bias from the recruitment process. This is why it is imperative to perform regular audits. These help managers pick up on problems that hinder the algorithm’s ability to procure desired results. One of the top reasons AI bias creeps into the recruitment process is inaccurate or incomplete data used for training purposes.

Leverage AI-supported models in the metaverse

As the metaverse gains popularity, it is important to consider that this can be an avenue to reduce unconscious bias in human behavior. Unconscious bias becomes challenging to eliminate because the recruiter is not even aware of it. Generally, such bias is based on cues like voice, physical appearance, gender, age and more. In the metaverse, these sensory cues can be stripped away because of the avatars.

When sensory cues are hidden from the interviewer, it decreases the chances of a biased decision. Moreover, organizations can use the metaverse for sensitivity training and work towards reducing bias and biased practices. With AI, the metaverse can also allow HR employees to experience things from a different perspective, which can come in handy when training to eliminate their unconscious bias.

Future outlook of AI in recruitment

Research suggests that AI will shape the future of the workplace in many different ways. With employees and AI working parallelly, AI can ease the load of routine tasks and give employees time to devote their focus on cognitive tasks. A 2020 report also suggested that while AI will displace nearly 80 million jobs, it will create around 95 million more jobs. However, effective and productive use of AI in business processes is only possible when organizations understand its limitations.

Conscious planning, while important, helps successful implementation, but it is also easier said than done. Thankfully, nearly 67% of HR professionals believe that AI in recruitment can benefit these processes.

From the candidate POV, a survey by Talent500 found that 85% of the candidates value their interview experience while evaluating job offers. AI technology is known to enhance this journey when done right. To leverage AI in the recruiting process and ensure it works advantageously, partner with Talent500. Our AI-backed solutions ensure that you get the right match from the pre-vetted talent pool. We also ensure improved engagement and efficiency, with up to 5x faster hiring capabilities and 60% higher recruiter productivity. Schedule a consultation to know how we can tailor these services to suit your needs and leverage AI in recruiting effectively.

Work flexibility: 4 tips organizations can try to attract top talent

Posted on June 22, 2022July 19, 2022 by temp

The pandemic has not only resulted in an irreversible shift in the dynamics of work, but also created a new breed of mobile employees. Today’s workforce prizes autonomy and flexibility, often more than traditional triggers that attract and retain talent like compensation and benefits. Not only is a higher number of top talent demanding flexibility, but many are also willing to look for other opportunities should it not be offered.

The Talent500 State of Talent survey in 2022, conducted among 4,800 professionals across Indian cities, reveals this sea change in mindset: 87% of the tech talent are actively considering a job switch in 2022, and the primary reason for 55% of respondents is a lack of work-life balance. Further, for 83% flexibility is the top consideration for accepting a new offer.

Brushing aside these statistics as a pandemic reaction rather than a pandemic epiphany, can only add woes to an organization’s recruitment drive. Companies today are dealing with record highs in attrition rates and the intense competition in order to bag the right talent. After all, having greater agency over their lives, better control over their schedules, and the freedom to work when their productivity is highest, is what drives the workforce of today.

This phenomenon is not limited only to India or Asia, but complements sentiments across the globe. As per a survey by Slack, 72% of the employees prefer to work in a hybrid model. Other research also found that employees from the US value the flexibility to work from home for 2-3 days a week as much as 7% pay raise. What’s more, 40% of the employees who currently WFH would look for another job if required to work from the office.

While the why is easily understood in the advantages that flexibility offers employees – in terms of reduced stress and chances of burnout, higher job satisfaction and productivity –implementing flexible policies comes with other benefits for an organization. This includes increased loyalty, improved brand image, better employee morale and a larger talent pool to dip into. However, one fact that stands out among all these is the impact of flexibility on employee retention and attrition. After all, 89% of the companies saw better retention because of flexibility. And while it comes with its challenges, organizations can successfully implement and manage flexibility with the right frameworks in place.

Implementing flexibility – 4 tips for organizations

Flexibility involves both give and take. To foster fairness and accountability, here are a few pointers that leadership teams should keep in mind when implementing flexible policies.

Strengthen communication

Research indicates that 86% of employees and executives believe that ineffective communication causes workplace failures. When virtual, remote sessions overtake physical, face-to-face meetings, it is important for organizations to ensure that the employees are able to communicate with each other without any challenges or lags. While internal messaging tools, emails and video calls are all a must-have, what is critical is for managers to establish a clear guideline on which modes of communication require immediate attention and which matters require urgent communication such as those regarding deadlines or availability.

This helps employees respond to time-sensitive matters with ease and be accountable in remote settings. Since communication is so vital to success in such cases, companies can also offer soft skills training to boost this skill. In fact, 65% of employees who received training for communication had a higher performance score as per another survey.

Keep employee expectations clear

In flex work, making expectations clear to employees can help leaders track their performance as well as ensure that employees know the objectives of the employer. Employers can, and should involve employees in the goal setting process. This not only helps employees understand how their work contributes towards organizational objectives, but also feel a sense of ownership and engagement.

In fact, only 30% of the employees agree that their managers involve them in goal setting and these employees are 3.6 times more likely to be engaged as per a Gallup report. Research also suggests that productivity increases by 56% when managers help employees align their goals to the needs of the organization.

Spell out flexible policy terms clearly

Documenting the options that employees have when it comes to flexible work is key to ensuring smooth operations. Such formal policies can help organizations avoid inequities that come with informal and non-recorded arrangements and also help propagate company culture better. It is also necessary that managers or leaders put together the required details before the arrangement comes into effect.

While this may postpone how soon you can offer its benefits to your workforce, it does pay in the long-term. Include the working terms, infrastructural and other requirements, measures for keeping data safe, health precautions, and more in this policy and make it easy for talent to access them (such as via cloud) when needed.

Review performance

Performance reviews, a part of the traditional work arrangement, also have a big role to play in fully remote or hybrid models. For these to work, organizations need to be transparent about KPIs and other metrics used to measure employee productivity and impact. The only change when it comes to flex work is for employers to consider having such reviews at shorter frequency. This helps employees adapt better, keep their eye on the prize, and work towards achieving company goals in a more informed manner.

Managing flexibility – 3 ways for organizations to take the reigns

Implementing flexibility can come with certain disadvantages like procrastination, decreased engagement and loss of workplace culture. Here’s how companies can tide over these for a net positive gain.

Leverage technology

Tech has a starring role to play in most aspects of work today but enjoys the spotlight most when it comes to successfully implementing flex work. Organizations can and should use it to help teams collaborate, plan, learn, and adapt to evolving needs. According to this study, more than 80% of the employees stated that technology empowered them to better communicate and collaborate. Tools that help mitigate cybersecurity risks and keep sensitive information secure are also a must-have.

Make data accessible on a need-to-know basis

With everything going digital, employees need to have access to required data with ease. Easy and instant access to it makes them more productive and keeps them engaged. While this is highly valuable to organizations, a noteworthy aspect is to ensure that employees get access only to data that falls within their responsibilities. With ransomware attacks rising to 35%, a need-to-know access to data can reduce this risk and prevent data leaks.

Encourage collaboration

Collaboration can nurture stronger bonds within teams and boosts engagement. Research by Gallup suggests that those who have close workplace friends are 7X more likely to have better output, higher personal and customer engagement and enjoy greater well-being. To catalyze such relationships, employers can plan virtual celebrations, create intimate virtual spaces for employees to connect with each other, do a daily virtual huddle, and even create separate channels for specific categories as needed. Planning physical retreats as often as possible can also work wonders.

There are many companies who have successfully embraced workplace flexibility including Dell, Unilever, Sodexo and Humana, and yours can too. As a partner in aiding your efforts to hire, manage, and build global remote teams, look no further than Talent500.

With automated hiring processes and pre-vetting of profiles, we can help you find talent that adds value 5x times faster. Our in-depth pre-assessment has helped place 300,000+ professionals and build teams in 50+ organizations. Request a consultation now to know how you can leverage our tools to effortlessly manage and build your remote workforce.

3 challenges and solutions for building strong company culture in a globally distributed workforce

Posted on June 22, 2022June 22, 2022 by naveen

It’s no secret that organizational culture impacts company success as well as employee satisfaction. A positive culture of shared values and healthy workplace behavior enables and empowers employees and managers to be engaged, driven, and loyal. Strong organizational culture also attracts a talented workforce. Nearly 77% of candidates look at the workplace culture before applying for a job, according to a report by Glassdoor. This suggests that a negative perception of an organization’s culture can make it challenging to fill open positions and retain top talent.

While instilling culture across the organization is a challenge in any setting, the COVID-19 pandemic underscored its importance as it significantly impacted productivity and forced leadership to evolve to the new normal. Their reassessment and reevaluation either strengthened the work culture or diluted it. Nevertheless, be it a fully remote workforce, or a distributed team working on a follow-the-sun model, culture is key to creating a sense of genuine connectedness and belonging.

Increased stress, lopsided work-life balance, isolation and job insecurity have all contributed to lower productivity of distributed teams and remote workers in recent times. This is only compounded by company culture that is transactional rather than relational. In fact, companies that managed to instill positive organizational culture, offering their workforce flexibility and transparency, saw big gains. Not only are 68% of teams evaluating their culture to better reflect the new normal, but 62% of remote and hybrid employees and 52% of on-site employees said that their workplace culture had a positive impact on their work as per a 2021 report by Gartner.

Here’s a deep dive into the challenges and means of scaling organizational culture in a globally distributed workforce.

Challenges of building workplace culture in distributed workforce

Fragmented and dispersed workforce

One of the ways to cultivate workplace culture is through shared experiences. In the past, these took shape as shared learning seminars and other such in-person activities. Unfortunately, due to the pandemic, such interactions aren’t as frequent or are fully digital when they occur, and thus lacking in one way or another. This makes building and enforcing a strong work culture challenging in a distributed workforce.

Too much transparency in the workplace

While transparency is essential, especially now, too much is problematic. Companies with an overly transparent culture often face issues of over-sharing, which in turn hampers the ecosystem. For instance, too much transparency about financial struggles, losses or even salaries can lead to unrest, detrimental competition and even unwarranted dismissals.

Increased pressure for productivity

Spurring productivity, while essential to any organization, is among the hurdles companies will likely face when building the right culture. Both managers and employees can make it difficult to set the right values or even act in accordance with them when there is pressure to boost productivity. According to research, 50% of senior leaders stated that this type of pressure is one of the biggest challenges in creating a positive culture.

How organizations can build a strong culture in a globally distributed workforce

Be intentional about culture and celebrate cultural differences

Having a set of principles or values that leaders and the top tier of management believe in and act on, is step 1. Bringing up workplace culture from onboarding and throughout the employee work cycle is key to it being taken seriously. While it is important to have a culture that all employees can share, it is also important to accept and honor diversity. An empathetic culture is mission critical in a globally distributed workforce, since companies are now expected to be diverse. According to this study, 84% of the CEOs said empathy drives better outcomes; the same study also said that 90% of GenZ employees are more likely to stay if the organization has an empathetic culture.

Leverage technology to better communicate and collaborate

Communication and collaboration are critical tools that support organizations in building desired workplace culture. Remote working can have a negative impact on both of these and active measures to counteract such gaps must be put in place. Organizations can assign mentors to the new hires, have online team huddles, and upgrade to technology that streamlines communication. Only through effective communication can the values be imparted into every sector and silo of the workforce.

Lead by example

Actions speak louder than words. For culture to truly set in, the organization’s values must be actioned by top management and the board of directors. Leaders should believe in what they say and do to get the desired results. On the other hand, leaders acting in opposing directions can create distrust among the employees, which then further deteriorates into a negative perception of the workplace. Simply put, when it comes to building the right culture, a ‘Be. Do. Say.’ style leadership is necessary.

Apart from the above measures, organizations should also rely on the in-country experts when managing a distributed workforce. This means that even though company values would be at the forefront in communication between employees, in-country experts should be at the forefront in matters concerning monetary and non-monetary compensation. This is because there are different customs and laws that come into play.

Dependency on the experts here can help with compliance and stronger culture. Talent500 can help you build and grow your global workforce in a seamless way with our AI-powered tools. Request a consultation now to know how we can help you manage your workforce, stay compliant, and engage with employees to cultivate a strong culture.

How to converse effectively with clients as a front-end developer

Posted on June 17, 2022July 21, 2022 by venkatesh

For front-end developers, communication is an essential skill. In contrast to backend developers, they have the active participation of stakeholders in their work. Whether working on a small website or a large-scale application, you will actively communicate with clients.

Speak with confidence

Confidence in your communication is a must to subconsciously convey to the client that you are an expert in your domain. Front-end developers have a lot to discuss with clients, project scope, design, timeline, cost, etc. Everything must be conveyed with the clear objective of informing the client.

If you are wondering how front-end developers include confidence in their communication, here’s an example:

Suppose you have a feature that will make a client’s site faster, then your tone must reflect that you know what you are talking about.

“I think it will help make your site faster” is an unappealing statement. Instead, you should use “By reducing the number of HTTP requests to the browser, I will significantly improve site performance.”

Here the difference is that you sound confident, and the client knows precisely what you will be doing and how it will affect the project.

A word of caution here is to keep in mind to be respectful. During large web projects, there will be thousands of elements and components to work on. Something will slip through the cracks, do not be accusatory. Gently discuss with clients about project requirements or missed tasks.

Communicate roadblocks with a strategy

Clients are an essential part of a business. To get them on the same page, you need to structure your conversations around their needs. It is vital to keep them informed and included in the development process.

Most front-end developers tremble when they have to communicate roadblocks with the client. But it is not that difficult; think of it the same as creating a website’s front page.

You think about the action you want the visitors to take. In this case, navigate the client through the issue without aggravation.

Have a call-to-action ready that speaks to the client and paves the way for communication.

Design the rest of the page, i.e., the conversation around getting the visitor (the client) through the conversion funnel (talking through the issue).

Let’s see it through an example. Suppose you face difficulty with a component design and think you can achieve it with another programming language. It would help if you initiated something like this.

“I have completed the registration module, but we should make the KYC process faster. Right now, you have suggested Vue.js, but it is limited in its scope in performance. We should use Node.js, which is much faster and can be deployed faster.”

Here you are making clients stick to the path you want to take, cementing your authority and expertise.

Set expectations

Establishing boundaries around the project’s scope, turnaround times, response times, and support is crucial. The first step towards this goal is to make the expectations clear from the beginning.

Define the expectations as accurately as possible. It will help the client be clear about the scope of work you will be doing and the timeline. Discuss the project’s timeline with the client before starting the project to minimize the risk of future disagreements.

Most clients like to work with developers who stick to their agreement and put in the hours promised. Set up a proper communication channel and time when you will hold meetings with the client for effective communication. Avoid engaging clients outside this time unless it’s necessary.

Be transparent about your pricing

Be it a rate-based project or fixed hourly rates, the project’s pricing is always the elephant in the room. The final project pricing depends on the complexity of the project and the features you are going to build. Not all features are created equal, and if you do not communicate this to the client, there will be a misunderstanding later on.

Eliminate any scope for miscommunication by putting your pricing in writing. Mention what features you will be working on and that any additional features will cost extra. Be open to the demands of the clients and their budgets. You can compensate for less pay by using technologies that offer better automation and faster delivery. For instance, if a client wants static pages in a JavaScript page, you can use GatsbyJS, which has ready-made static page templates.

Conclusion

Front-end developers are not the awkward, bespectacled geeks who fail to communicate with clients; they are professionals who deliver on clients’ requirements keeping them in the loop throughout the development process.

We hope these tips will enable you to talk to clients professionally about everything related to the project. The key here is to prioritize the needs of the client but demonstrate your value as well for a sustainable partnership.

Talent500 is a platform for front-end developers to explore remote work opportunities with fast-growing startups and Fortune 500 companies. Sign up today to join the pool of elite talent.

Why the future of work is flexible

Posted on May 1, 2022November 2, 2022 by temp

COVID-19 changed how employees feel and think about work, and made leaders change how organizations are run. According to recent studies, 16% of companies in the world are 100% remote in 2022 and 99% of people would choose to work remotely for the rest of their work lives, even if it was just part-time. Companies are forced to look hard at what employees want and if research is anything to go by, what employees are looking for in the future of work is more freedom, flexibility, and choice from the workplace.

The rules have changed, there is no more room for ‘business as usual’ and employees are quick to move away from organizations that are fixed in their ways of working. Companies need to think about how to give their employees the flexibility to prioritize a good work-life balance. Despite the rhetoric about wanting to create a better work-life balance for employees though, companies rarely follow through. The truth is that talent always comes first and it’s well known that employee engagement is critical to achieve business success.

So, in this war for talent, companies need to find ways to attract talent while retaining current employees, if they want to gain and maintain a competitive edge. And offering flexibility to employees can be that determining factor. According to a report by Microsoft, 3 in 4 Indian workers are keen on taking up flexible work opportunities. That’s 74% of the workforce!

Why working from anywhere works

According to Gartner, ‘anywhere operations’ is best defined as an IT model ensuring an efficient workflow, while also maintaining uninterrupted support and assistance for clients and customers. Working from anywhere essentially makes it possible for an employee to work from wherever they choose and utilizes distributed infrastructure for the deployment of business offerings.

With this definition in mind, it’s easy to see where the idea of anywhere operations comes into play for many companies. With the rapid growth in businesses across IT industries and the changing landscape of the workforce, leaders have had to adjust their internal processes in order to meet emerging needs and demands.

One of the biggest benefits of a flexible working model in terms of location is access to a larger talent pool. Now that companies are no longer restricted to hiring with the intention of having an employee come to the office every day, they can choose to hire skilled talent anywhere in the world, who were previously inaccessible.

But the benefits of this way of working go beyond attracting talent. According to this ‘Future of Work’ report which explores how the pandemic has changed an employee’s attitudes, beliefs and expectations about the workplace, here’s what makes working from anywhere more productive:

A more flexible schedule (31%)
No commute (26%)
More control over workspace (24%)
Fewer interruptions (24%)
More privacy and personal space (23%)

The four most common types of flexible working arrangements

There is no one size fits all when it comes to organizations working arrangements. The nature of some businesses might require that an employee come into the office a few times a week, but others might not have this requirement and might decide that going completely remote is the way that best suits their job function.

Flextime working

This type of working arrangement is also often referred to as customized working hours. It has shown to be a huge benefit to employees because it allows them to choose the hours they would like to work; the only accounting factor here is that the employee completes the contracted number of hours per week. Employees who are juggling caring for their families, personal responsibilities, and the like, are likely to be more productive and engaged when given the option to choose their working hours based on their schedules.

Remote working

In such an arrangement, employees work from completely remote locations, and there is no central office location that they need to report into. Basically, their physical presence is not a requirement for the nature of their work. The key here is to ensure that your remote employees have necessary equipment and technology to do their job. This has been a big benefit for companies during and after the pandemic because it has opened up the talent pool, allowing them to hire from anywhere in the world.

Telecommuting

Telecommuting is when employees work outside of the physical office but come into the office when scheduled/expected. According to Gallup, the telecommuting schedule that offers the most productivity is when an employee comes into the office two or three days per week (in a five-day work week). The two main benefits of this working arrangement are improved morale and reduced absenteeism. The main difference between a remote and telecommuting arrangement is that because telecommuting employees need to come into the office on occasion, they mostly live locally.

Hybrid working

There are quite a few variations in definitions but essentially, hybrid working refers to an arrangement where some employees work from a physical office while others work from anywhere (in the world). According to Accenture’s Future of Work study, 83% of workers would prefer a hybrid model. One of the biggest benefits of this working arrangement is that employees can choose to work when and how they’re most productive, and this in turn has obvious benefits for organizations. It also opens up access to a larger talent pool which might have been previously inaccessible markets for companies.

Companies have had some time to adapt and ace this new way of work, and one thing is clear – flexibility is the new norm. Employees want to work in spaces and in ways that make them feel most engaged and productive. Creating policies and best practices to facilitate workplace flexibility will help you attract the right talent for the job.

Benefits of Flexible working for employees

Companies are seeing a drastic change in the global workforce as the flexible working policy is becoming a priority. In a poll by ManpowerGroup Solutions mentioned in Forbes, approximately 40% of candidates worldwide said that workplace flexibility was one of their top three considerations. It is evident that employees are now looking at healthy and improved arrangements that result in benefits such as:

Improved Work/Life Balance

The once-upon-a-time myth of having a work-life balance is transforming. Employees are working better with flexible work arrangements than previously as it is improving employee productivity. Forbes states that according to the Gartner 2021 Digital Worker Experience Survey, 43% of participants feel that having flexible work schedules helped them be more productive, while 30% of participants said that spending less or no time commuting helped them be more productive.

Flexible work in definition builds a healthy relationship with work and improves employee engagement, builds motivation, and creates a sense of job satisfaction. One of the factors of a toxic culture is not having a healthy work-life balance which can be easily terminated by improving the quality of work-life equilibrium at the workplace.

Enhanced Well-Being

The mental health of the employee in a flexible work culture improves as the aspect of heavy stress reduces and they are engaged with their well-being and feel more connected with their family and friends while efficiently handling work. The strict work schedule with no flexibility at the workplace induces more anxiety and thereby reduces efficiency at the workplace, and often employees become prone to burnout. WHO mentions that modifying one’s schedule lessened the possibility of job stress by 20% and raised the possibility of job fulfillment by 60%. Employees are more likely to recommend the company to others if the work culture is flexible and healthy.

Benefits of Flexible working for employers

Higher Staff Retention Rates

More adaptability reduces absenteeism, staff attrition and improves employee retention rates. Employee engagement and productivity are also increased as a result of the feeling of total control over their lives and careers. Again, the confidence a company has in people helps employees feel appreciated, and as a result, they will put additional effort into their work and the success of the company as a whole. As per the EY 2021 Work Reimagined Employee Survey, 54% of employees from around the world would think about quitting their jobs after the COVID-19 pandemic if they are not given some kind of flexibility at the workplace.

Attract Top Talent

Talent from major work profiles like software developers, web developers, data analysts, data scientists, marketers, recruiters, editors, and designers are more likely to accept an offer that comes with a flexible working atmosphere, which broadens the scope of recruiting location-independent remote teams from around the world. Talent 500 specializes in hiring and creating remote teams of talented people from different parts of the globe. In a PwC survey, 63% of respondents said that they prefer some mix of in-person and remote working – the same proportion also said that they expect their employer to offer that mix for at least the next 12 months.

Boost Productivity

Offering flexibility is essential to achieving the work-life balance; now that employees from the above sectors are familiar with what it’s like to work remotely and in a traditional office setting—the liberty and the creative freedom that flexible working models offer are more handsome than making the commute to the office, thereby increasing the productivity of the employee by reducing stress and conserving time. Also, flexible working increases motivation and engagement and allows employees to be more productive during their working hours.

Promotes Greater Diversity & Inclusivity

Technology is a significant factor in bringing communities together from different parts of the world, and today we have tools that enable inclusivity and diversity in the workplace by helping us bring talents from diverse backgrounds and explore new perspectives that employees bring. Building a work environment for employees with different backgrounds will increase employee retention and enhance the workplace culture. A greater range of people with physical disabilities or health concerns, whether temporary or chronic, have career options because of flexibility in work location and timings. They may now work from home without being marked out, and moreover, a variety of online collaboration tools, such as video captioning, text-to-speech apps, and adapted displays and input devices, boost accessibility.

Key Challenges

Contrary to the positive outlook of flexible working, certain challenges arise in flexible working, such as blurring of the line between professional and personal spaces while working from home, procrastination, IT security, isolation of employees, unfair dismissal of an employee, or how to manage flexible working models and various other challenges. These concerns could be addressed effectively if organizations invest in creating a healthy digital environment for their employees. Business leaders and recruiting management can work together and strategize to avoid such challenges and operate fairly and efficiently.

Implementation

Implementing flexible working in the organization possesses certain challenges as well. Managing different teams from different zones, while important for teamwork and collaboration, can be quite demanding. Additionally, ensuring that workers have access to the workspaces requires robust workspace management and scheduling platforms to keep up with everyone’s business requirements. Organizations can take up holistic methods in creating strategies, such as introducing flexible work hours policy to maintain employee’s work timings so that the work is produced on time. Also, implementing them fairly to initiate a healthy experience for the employees working remotely and flexibly.

Culture

The stigma around flexible working is quite prevalent in offices. Employees can be treated unfairly if there is no proper structure imposed in the organization. In the case of remote working models, miscommunication can also occur; It is likely that talented employees can be ruled out from important discussions due to their status as ‘remote workers’.

The step to forming a thriving flexible working model is to set prerogatives as an organization where employees and employers can work in a cohesive environment without anyone standing on the sidelines. Firms must ensure clear communications among the teams, visibility for employees across the board, and responsibility towards eradicating such disparities.

Security

Flexible working from any part of the world presents a new set of challenges— maintaining security, the IT teams will receive a set of new security issues daily. From ransomware to malware, cyberattacks have become prominent in recent years. To tackle cyber security issues, organizations must build awareness among employees to work with caution and practice cyber safety to avoid cyber threats. Practicing flexible IT support to keep risks under surveillance allows the employees to work productively and efficiently without constraints.

Talent500 is helping companies set up and manage global teams. We offer compliance, ease of operations, and workplace engagement for international teams across 50+ countries. Let’s discuss possibilities for your business, request a consultation.

3 key sources of remote work stress and what companies can do to combat them

Posted on April 12, 2022 by mahidhar

Remote working has certainly changed the way we work. There’s no going back. And there shouldn’t be. There is enough evidence that not only suggests that this is a way of work that increases an organization’s output, it’s what employees seem to want. And with the high rate of turnover that companies are experiencing, it might be in their best interest to keep employees happy and productive. According to this article, just prior to the pandemic, 3.5 million people were leaving their jobs monthly, which dropped to 1.9 million in April 2020. The number for December 2020 was 3.3 million, which shows there was a substantial return of voluntary turnover.

When it comes to remote working, there has been an upward trend in the number of organizations going remote. 62% of employed US adults work part or full time from the confines of their home. According to this study, 25% of all professional jobs in North America will be remote by the end of 2022, and remote opportunities will continue to increase through 2023. Given that 23% of those surveyed in a recent study would take a 10% pay cut to work from home permanently, the challenge for organizations now is how to make remote work efficient.

A new report found that 40% of employees who practice remote working are experiencing high levels of stress, compared to 25% among those always working at the office. Additionally, burnout is at an all time high with more than or 69% of employees experiencing burnout symptoms while working from home, and this influx is impacting both business productivity as well as the overall health of the workforce.

Key causes of stress and what companies can do to minimize it.

1. The pressure to be ‘always on’

With how deeply technology has permeated throughout lives, blurring the line between the professional and personal aspects of employees, it becomes very hard to cut off. In the traditional office setting, despite its disadvantages, it did make room for employees to take time out through the day, and put work aside, mentally too. Coffee and lunch breaks, water-cooler chats and the like made it possible for employees to mentally switch off for a few minutes, so that they could come back to the desk feeling a little refreshed.

On average, employees have reported working three more hours per day since working remotely due to Covid-19. That 15 additional hours per week! The physical differentiator previously was a separate home and office environment – but with home becoming the office for many, it’s hard to establish these boundaries.

Companies should invest time during the onboarding process or soon after to sensitize employees to the need for having clear work schedules. When managers are able to outline basic communication and collaboration processes, and how the day-to-day routine might look, it gives employees more clarity on how they can prepare for their work, and more importantly when and how they can switch off. Another key aspect for managers is to lead by example. Encourage employees to work at home, as they would in the office.

2. Feeling the lack of support

Remote working could get lonely. In a study conducted more than a decade before the pandemic (about remote work among journalists), they found that full-time telework increased loneliness over office work by 67%. Data from the 2020 State of Remote Work report issued by Buffer showed that loneliness is the biggest struggle remote workers say they face, tied with problems of collaboration and communication.

Given that employees were already in lockdown, many of them away from family and loved ones, the pandemic was an especially difficult time in terms of employees feeling connected and supported. It wasn’t so easy to just walk over to a coworkers desk and have a quick chat. People felt isolated.

Amp up communication in the workplace. This is the number one rule for remote working to be seamless and productive. Organizations need to not only communicate to employees about changes and plans that the organization itself has but to make this more personal. Managers need to break down the barriers of hierarchies, and put in the effort to build a rapport and meaningful relationship with each employee. Clearly outlining the channels of communication will also make it easier for an employee to take the initiative and engage in conversations. And it doesn’t always need to be about work. Bonding activities strengthen the connection between team members and go a long way in making employees feel supported and valued.

3. Personal distractions

Let’s not forget that at the end of the day, many employees practicing remote working are doing so from their homes. Many employees may have responsibilities like taking care of elderly parents, taking care of the children, many are single parents, many may be battling mental health issues. It’s close to impossible to having a mindset of “leave your personal baggage at the office door” anymore. It should never have been the case in the first place. Nevertheless, an employee may struggle to manage their home and work expectations, now that the line is blurred.

What organizations can do? Encourage employees to bring their whole selves to the workplace. Acknowledge that we are all humans with good days and bad, but that with a little guidance and support, we can work through issues together. Today, more companies are seeing the value in providing employees with mental health programs and initiatives. About 53% of 256 employers surveyed by the National Alliance of Healthcare Purchaser Coalitions reported providing special emotional and mental health programs for their workforce because of the pandemic. They are understanding that for an employee to function at their best, they need to be feeling their best.

For more information on how you can build and manage a truly global workforce, schedule a consultation with our team of experts right away.

5 Ways AI and automation can help reshape remote working for the better

Posted on April 5, 2022 by temp

Remote work wasn’t always as well-received as it is in the present day and age. Much of it has to do with companies responding to the pandemic, but organizations were slowly weaving it into their policies. Nonetheless, this boom was necessary to keep industries alive and global workforces are now a staple. Around 16% of the companies across the globe are completely remote. Lower overheads and better efficiency are two factors driving this change, in addition to the fact that 74% of the employees reported that they were less likely to leave a company if it offered remote working solutions.

Naturally, the demand for remote working rose and companies obliged, finding ways to accommodate and optimize for it. This is where AI and automation step in. In a bid to optimize digital workspace, AI programs were the go-to as they offered efficient solutions that complemented the remote work model. These tools help assess the routine tasks performed, eliminate redundancies, and are effective at tracking productivity.

But, these are just a few basic applications of AI in the remote workspace. For greater insight into the impact of its role and its capabilities in remote work culture, read on.

Provides opportunities to train and upskill employees efficiently

AI programs and tools can not only assess productivity but also determine an employee’s strengths and weaknesses. From there, personalized training programs can be offered to promote targeted upskilling. This helps employees expand their skill set and improve their quality of work. This type of training can also prepare employees for new roles. Organizations that invest in training directly increase their intellectual capital, of which more is always better.

Improved conversations and discussions

Historically, communication has relied on non-verbal cues such as body language and expression. As such, the meaning and depth of an interaction are often lost in translation when communicating online or digitally. Fortunately, AI tools were able to deliver a solution in this regard. By analyzing text, programs can now assist employees in decoding communication, offering clarity on the tone of the conversation. This helps reduce miscommunication amongst employees and with their employers. Some AI tools can also help gauge an employees’ morale and engagement with the help of language and sentiment analysis.

Automated and efficient job search and applicant selection

AI already plays a vital role in the hiring process and a majority of companies use an automated ATS (Applicant tracking system). ATS helps recruiters hire effectively and efficiently from a large pool of candidates. It is a clear-cut time-saver and recruiters have reported that it helped them source, screen, and nurture the candidates better. Apart from this, AI-based ATS can eliminate human bias and reinvent the interview process with an automated interview.

Automation of administrative work for improved productivity

Remote working does not eliminate the need for administrative work. Mundane tasks such as scheduling meetings, calls, and emails may hamper an employees’ ability to brainstorm and focus on the core activities. AI solutions can deal with this issue, absorbing these responsibilities with ease. These programs can schedule meetings, message participants, and coordinate with the members of the team. By unloading mundane work, employees have more time to dedicate to core tasks.

Improved cybersecurity and troubleshooting

Security infrastructure can be a problem in remote work setups. As such, remote employees are often more vulnerable to cyberattacks. To protect remote workspaces, AI can be beneficial as it can analyze large sets of data and recognize, as well as deal with, malicious or potentially harmful data or behavior. Remote work can also be a roadblock for immediate IT support. Employees that have to troubleshoot problems manually are less likely to be productive and may even cause more problems. But, with the right AI tools, this doesn’t have to be the case. Automated bots can troubleshoot problems and provide timely, guided assistance.

As remote and hybrid work models gain popularity, it is important to understand the use of AI and automation in a productive workplace. This is particularly pertinent to hiring and establishing global teams. AI-enabled hiring strategies are the future and with Talent500, you can enjoy this benefit today!

Our specialized tools make hiring simpler and more efficient, sourcing the right fit from diverse talent pools and IT communities. All professionals on the talent network are pre-vetted and we’re confident in our ability to serve your needs. Schedule a consultation today and build global teams that perform.

The power of remote: is your company ready to go global?

Posted on April 5, 2022April 5, 2022 by satya

Post pandemic, one of the biggest changes that we have witnessed has been the sheer increase in the number of people choosing to work from home. According to this survey by Buffer, as many as 97% of respondents would choose to work remotely for some parts of their work week.

The good news? The remote model offers multiple benefits to employers too, from reduced operational costs to access to an unrestricted pool of highly skilled talent. However, building and managing a successful remote team comes with its own set of challenges.

Right from the initial policy framework, to setting up the digital infrastructure and recruitment pipeline, an organisation has to consider a multitude of factors before it’s ready to go remote. Here are 5 areas that you must consider:

Remote work policies

A remote work policy is a set of guidelines that outlines the code of conduct and expectations from all remote employees of the company. These policies often cover work timings, communication expectations, time-tracking processes, data security rules, legal considerations and more. For teams transitioning to remote work, having a policy in place helps eliminate uncertainty and ad hoc decision making at the manager level.

A good place to start is by ensuring that your remote work policy covers the following:

Working hours and availability

Ensure that your remote work policy clearly sets down expectations with respect to working hours, times of availability etc.

Communication channels

An effective communication strategy is the backbone of every remote organisation. Clearly demarcate the preferred channels for both synchronous and asynchronous communication.

Cybersecurity standards

We know that data security is one of the biggest concerns for all remote organisations. Clearly mention all security measures that employees need to take in terms of firewalls, VPNs, antiviruses and usage of public wifi.

Mechanism for availing paid time off

Put down the number of leaves and vacation days, how they are divided and how they can be availed so as to make life easier for your HR department.

Digital capabilities

One of your most important responsibilities as a remote employer is to ensure that your workforce has access to the tools and technology that they need. Much like a physical office where you would set up cubicles, conference rooms, computer systems and desks, your remote workforce will require infrastructural support. This can be divided into three parts:

Hardware

Having a dedicated workspace enables your team members to bring their most productive selves to work. This includes the right computer and attachments like speakers or headphones, a fully functional workstation and an ergonomic chair.

Software

Working without the necessary tools is like running a race barefoot. Ensure your team has access to all necessary licensed softwares like adobe illustrator, Microsoft365, CRM softwares, etc

Remote work tools

Today, there exist multiple tools designed specifically to help remote teams increase their productivity. From synchronous and asynchronous communication, to having a common central repository of all data, these tools help remote teams function as a single unit.

Recruitment essentials

73% of all departments are expected to have remote workers by 2028. Now, more than ever is the time when recruiters upskill themselves in order to have a seamless remote recruitment process.

We recommend dividing this process into office stages:

Assessment and planning

As the most important part of building your remote team, it is important to ensure that you have a clear understanding of the various roles and job descriptions. We also recommend having an organisational chart in place before you start recruiting.

Build your employer brand

According to Gartner, 65% of the candidates surveyed report that they have actually discontinued a hiring process due to an unattractive employer brand. The right EVP (employer value proposition) helps potential candidates understand how their professional goals align with your company’s trajectory. Make sure your careers page includes information about your company’s culture, perks and benefits, employee testimonials and opportunities for growth and learning.

Building a remote talent pool

One of the biggest advantages of working remotely is to be able to hire solely on the basis of skill set and relevant experience, regardless of the candidate’s location. Here are some tips to help you build an expansive pool of talent for recruiting your remote team members:

a) Leverage technology: Thanks to the integration of AI and machine learning into hiring workflows, companies can now post across multiple channels via a single process. Remember to include platforms meant exclusively for remote workers like flexjobs and angel list.

b) Use your social media: Not just LinkedIn, but even your company’s Facebook, Twitter and Instagram accounts are good places to publicise the fact that you’re hiring. If your blog posts receive a fair amount of traction, it’s a good idea to use them for putting out hiring requirements.

c) Employee and user networks: Employee referrals are one of the most effective ways to find and retain new employees. We also suggest sending out feelers in your user base. The added advantage here is that they are already familiar with your product or services.

Preparing for virtual interviews

Whether an interview is conducted in person, or across a computer screen, the qualities that all recruiters look for remain constant. Share all relevant information like the date and time of the meeting, name of the interviewer and any other such requirements a few days prior to the interview. We also recommend preparing a standard list of questions and a hiring rubric for a completely objective interview. This has the twofold benefit – it ensures that the interview covers all required areas, while simultaneously guarding against any bias that might creep in.

Onboarding your distributed teams

The right onboarding process can improve employee retention by 82%. Effective onboarding becomes increasingly important for remote organisations as it plays a major role in helping new employees find their place within the organisation. In the absence of the same, HR departments at remote organisations need to strategically build a highly engaged and interactive onboarding process.

We recommend dividing your onboarding process into three parts – pre joining, first day, and post joining. This enables you to structure all activities in a chronological order and maximise the results.

Compensation and benefits

The remote workforce knows exactly what perks and benefits it wants, and it isn’t a high-end coffee machine or foosball table. ‘Flexible working hours’ and ‘the ability to work from home’ are some of the most valued employee benefits according to millennials.

When recruiting globally, employers also need to factor in the statutory benefits of the employee’s country of residence. For example, Indian law requires that all companies with over 20 employees make contributions to a provident fund. Most countries will require employers to contribute to provisions made towards health insurance, pension funds, or accidental insurance. As you decide your remote recruitment strategy, it is important to factor the cost of providing these benefits to your remote workforce.

Legal and regulatory compliance

Access to a global team also means that you will now have to ensure compliance with the employment laws, taxation regimes and legal requirements of the countries of residence of your foreing employees. While you might not have to worry about the taxation percentages for the contractors you hire, all full time employees will be subject to taxation in their country of residence.

Similarly, every country has its own employment laws and regulations, non compliance with which can result in hefty fines. A sizable amount of the initial cost will go towards registration and paperwork, and consulting legal and financial experts.

A good way to hire across multiple countries without investing a substantial amount of time and capital is to avail the services of an employer of record. An Employer of Record is a third-party organisation that serves as the legal employer for a company’s foreign employees. The EOR undertakes the management of all workforce-related aspects – from hiring & payrolls to taxation, employee benefits, and legal compliances.

If there is one thing that is common to all companies that have thrived in the last two years, it is their ability to function remotely. As you take the first step towards building a remote organisation, remember that its success hinges heavily on the foundation that you lay much before you start recruiting.

At Talent500, we are helping global companies hire, build and manage global teams in 30+ countries by acting as their Employers of Record. We aim to transform high-impact companies by giving them access to a worldwide community of highly skilled professionals transcending geographical boundaries. Sign up here to take your first step towards global expansion!