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Hiring remote workers can be a controversial topic, but as your company grows you’ll likely want to consider it. Are you finding a tremendous quantity of well-qualified candidates, with reasonable salary expectations, all within a few miles of your headquarters? Most hiring managers we speak with, are not.

Here are five key factors that have tipped many recruiting teams towards broadening their strategy for hiring remote workers:

#1
Reduced Office Needs
Your head of facilities no doubt has a number in his/her head about the overhead cost for the average incremental desk, office, and employee. What if you flipped that math upside down by hiring remote workers that lead to no incremental needs for permanent desks, offices, desk phones, mail slots, parking spaces, or the like? If your office is in a desirable city and location, we’ll bet that the facilities savings from hiring remote workers would be enough to make your facilities manager grin.

 

#2
Wage Differentials
If your office is in a high cost of living market, you are no doubt paying salaries that are adjusted upwards because of the expectations of those who live in that target market, and rightfully so. But what if you opened your recruiting funnel to hiring remote workers in cities that have qualified candidates but a much lower cost of living? You could end up with the best of both worlds: highly qualified candidates, and salaries that are more affordable than what you are paying in your local geography. Keep this calculator handy the next time you consider it.

 

#3
VPN
This acronymn might sound like a bunch of IT jargon, but it may turn out to be your best ally as you work to convince your organization that hiring remote workers is viable. VPN is a technology that allows remote workers to access the company’s network just as if they were physically on premisis. It’s a way to let remote workers efficiently rely on and contribute to all of the same internal resources that on-site employees interact with.

 

#4
Improved Interviewing Toolsets
When hiring remote workers, many companies previously used whatever video chat tool was handy, to do 1:1 video interviews with candidates. That was “ok” but not particularly fulfilling. Most hiring managers and recruiters dread the idea of conducting a video interview via a video chat tool, while simultaneously keeping notes in another app or on paper, and then emailing the interview results around to other stakeholders, and finally battling multiple calendars to schedule the next-round interview. What a mess. Thankfully, technology including RIVS Digital Interviews makes it easy to get all of these activities done in a single solution, bringing order to the chaos.

 

#5
Slack
No, I’m not saying that remote workers “slack off”. I’m referring to the Slack messaging app for teams. It makes it easy for remote workers to chat interactively with their colleauges worldwide. I’m biased a bit, I suppose, because my last two companies have both successfully used Slack to integrate remote workers into our day-to-day conversations and workflow. I’m a fan of Slack for any situation where hiring remote workers leads to team members that need frequent interaction with workers in other geographies.

 

Hiring Remote Workers: Get Started!

Ready to join the many companies that are already successfully hiring remote workers? You’ll be glad you did. The above factors have all made it more compelling than ever, to make the jump.

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