The rise of remote work has presented new opportunities and challenges for recruiters hiring remote developers. Companies looking to stay competitive in the global talent pool must adapt and evolve their strategies to ensure they attract and retain top talent while emphasizing diversity, equity, and inclusion (DEI) and company values.
To help you get a sense of what the remote hiring landscape looks like, we interviewed Bianca Sitzer, Global Strategic Partnerships Manager, from Deel, a remote industry unicorn valued at $12 million. We’ll explore how recruiters can successfully navigate remote recruiting and maintain their company values while promoting DEI in the rest of this article.
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Achieving DEI Through Remote Recruiting
As a unicorn in the remote working space as well as a fully remote team, Deel is an expert when it comes to remote hiring and DEI. To get a better understanding of the global hiring market, we asked Bianca to share her insight:
“Global hiring will continue, and may expand into new markets. Right now we’re seeing that the Philippines, Argentina, UK, and India are in very high demand. Overall, salaries in developing countries are about 28% higher when they’re hired by companies outside of those countries. However, even with the higher salaries, companies are saving money by hiring remotely. “
– Bianca Sitzer
Besides saving costs, hiring globally and remotely also makes a company more diverse and inclusive. By hiring remotely, companies can gain global perspectives and local knowledge. In fact, as Bianca stated, by hiring remotely, companies can “land and expand” as global local hires usually have a better understanding of the local market. With that said, you do not need to have expansion plans in order to hire globally. Hiring globally simply presents more opportunities for your company.
Reinforcing Company Values for a Cultural Fit
Emphasizing company values is an essential strategy for creating a cohesive remote team. Ensuring that candidates align with your company values can contribute to the success of your remote recruiting strategy. Here are some effective ways to incorporate company values in your remote recruiting approach.
First, showcase your values by incorporating them into the job description and emphasizing them throughout the recruitment process. It is essential that candidates understand what your company stands for and how your values shape your remote work environment. By highlighting your company’s values, you can attract candidates who are aligned with your mission and vision. For instance, this is how Bianca portrayed Deel’s company culture and their hiring rule of thumb:
“For us, we care a lot about flexibility and being output based. We want to be able to communicate our style of work, which is really trusting and not micromanaging. We focus on the quality of people and giving them freedom.”
Once you have a solid idea of what your company stands for, you can assess cultural fit during the interview process. Ask questions that evaluate how well a candidate’s personal values align with your company values. This will help you identify candidates who are more likely to thrive in your remote team and contribute positively to your company culture. Cultural fit is essential in remote work environments where team members may not interact face-to-face regularly.
Finally, foster a values-based remote culture and remote environment. A tip for managing a successful remote team is to over-communicate your company values and encourage team members to embody them in their daily work. This approach will help create a strong remote culture that attracts and retains top talent. By creating a culture based on your company values, your remote team will feel more connected and invested in the company’s mission and vision.
Remote Recruiting Best Practices
Recruiting top talent for remote tech positions is a unique challenge that requires adapting to the changing landscape of work. When we asked Bianca what her personal advice for companies and hiring managers that want to source, attract, and hire remote talent is, she said:
“My personal advice is don’t do it yourself because you’re going to spend a lot of time trying to figure out something that other people have figured out and spend a lot of unnecessary time.”
An effective way to streamline the hiring process and reach a wider pool of talent is to use remote recruitment platforms. These innovative tools can help you identify potential candidates who may have been overlooked in traditional recruiting channels.
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In addition to leveraging remote recruitment tools, offering work flexibility and work from home option is another way to attract top talent to your remote team. Remote work provides employees with the opportunity to balance their personal and professional lives more effectively. Emphasizing work schedule flexibility in your job postings can help you attract candidates who may be seeking a more flexible work arrangement.
Once you’ve identified top candidates, a comprehensive remote onboarding experience can help them acclimate to your remote team and company culture. A well-planned onboarding program sets the foundation for long-term success in your remote workforce. Prioritizing remote onboarding can help new hires feel welcomed and supported as they begin their journey with your company.
By adopting these best practices, you can successfully navigate the unique challenges and opportunities of remote recruiting, and build a strong, diverse, and effective remote team.
Remote Team Management for Retention and Growth
Managing a remote team well is crucial for retaining and developing your top remote tech talent. What are some important things you, as a hiring manager or team lead, should focus on for employee retention? Bianca says, for Deel:
“We want people to be happy in what they do. We also want to focus on the things people care about — good vibes, flexibility, salary, open communication, and cultural compatibility. I think these five things together make up the core of our company’s retention strategy.”
How can you apply a similar concept and process to retaining tech talents you spent a lot of time recruiting?
First, encourage communication among your team members. As remote workers, team members may feel isolated or disconnected from the rest of the team, so it’s essential to provide multiple channels for communication and encourage regular engagement. This can include regular video meetings, instant messaging, and project management tools.
Second, monitor and address remote work challenges faced by your team members. Remote work can present unique challenges, such as feelings of isolation, time management, and work-life balance. Regular check-ins with your team members can help you understand their challenges and provide support where necessary. Addressing these challenges promptly can improve employee satisfaction and productivity.
Overall, effective remote team management requires proactive communication, growth opportunities, and support for your team members’ unique challenges. By prioritizing these aspects, you can foster a positive remote work environment and retain your top remote tech talent.
Measuring the Success of Your Remote Recruiting Strategy
To ensure the success of your remote recruiting strategy, it’s important to regularly evaluate its effectiveness. Sending out internal surveys and monitoring certain metrics can provide valuable insights into how well your strategy is working and where there may be room for improvement.
One key metric to monitor is cultural fit and retention. You should monitor how long employees stay with your company and the reasons for their departure. This information can provide insights into how well your hiring process is at identifying candidates who align with your company values and culture. If you notice high turnover rates, you may need to re-evaluate your hiring criteria or improve your onboarding process to better integrate new employees into your remote team.
Additionally, you should regularly gather feedback from your remote team members on their job satisfaction, work-life balance, and any challenges they face. Bianca shared some insight on how Deel collects and uses employee feedback:
“One of the things we do here is we send out anonymous surveys, asking people how they’re doing, what can be improved, and then actually looking at the results and doing something about it. That’s on leadership.”
Measuring employee satisfaction and productivity can help you identify trends and areas for improvement. For example, if you notice that your team members are struggling to balance work and personal life, you may need to provide flexible scheduling to improve their productivity. By monitoring key metrics and actually talking to employees, leaders can better understand the challenges their team members are facing and address any issues that might cause employees to leave the organization.
Conclusion
As we move forward in 2023, the importance of DEI, company values, and remote recruiting best practices in finding top remote tech talent cannot be overstated. Furthermore, emphasizing company values and ensuring a cultural fit will help attract and retain top talent.
By adopting innovative remote recruiting techniques, offering work flexibility, and prioritizing remote hiring, recruiters can successfully navigate the challenges of hiring and retaining remote talent. Finally, effective remote team management, including providing career growth opportunities and addressing remote work challenges, will contribute to long-term success in the remote tech industry.
Incorporate these strategies into your remote recruiting process to stay ahead of the curve and secure the best remote tech talent in 2023 and beyond.
If you’re interested in watching the full recording of the interview with Bianca, check out the video below.
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