The market is slowly shifting into remote hiring. Even giants of the IT industry like Google and Twitter are allowing their employees to work remotely. A lot of IT specialists and developers are happy and willing to work from home or different locations. As this trend continues, business owners are trying to make a decision if going remote would help their companies. As a fully remote company from the start, we decided to analyse pros and cons of hiring remotely to help you with your decision.
Expanding the talent pool — given the fact that remote work implies no limitations as to where you can hire from, be it in your very location or globally, you have access to a much greater pool of software developers, engineers, and any other talent profile that doesn’t require physical presence. This obviously enables choices that simply aren’t there with on-site settings, but also helps balance the distribution of specific skill sets that may be in deficit in your location.
Diversity — hiring people from different backgrounds and cultures brings a unique perspective to work, too. According to Glassdoor, 67% of job seekers consider diversity as an important factor when considering opportunities, while Harvard Business Review research shows that companies with above-average-diversity had 19% higher innovation revenues compared to others.
Lower office costs — remote work always means savings on real estate and perks. How much you’d save depends on multiple factors, but it is a certainty that it would cost you less to run a one-time sponsorship to help remote employees set up their home office than it would to rent office space year after year.
Lower turnover — people who work remotely are less likely to quit their job. The turnover among remote workers is about 6% compared to 10% among others. With lower turnover come savings, too. One of the biggest costs for companies is the departure of employees into whom a company has invested time and money to recruit, hire, onboard, and train, as well as the cost associated with the need to do that all over again with a replacement.
Trust and Flexibility — remote workers feel more trusted at work, which makes them better employees, better colleagues, and more focused on the job they’re doing. You can already forget about micromanagement.
Culture challenges – if your company wasn’t remote before and your team isn’t familiar with remote work, you might have some challenges in the transition. It might be easier for them to bond and build relationships when they see each other often in the office.
What may help? Schedule regular meetings in bigger and smaller teams, create space on your communication tool (like Slack), or on social media to give them space to talk about non-work related things and share their interests. Encourage them to use their pictures as avatars so everyone can pin a face to a name, too.
Management mindset – if you’re used to managing a team of onsite employees, you may find managing a remote team challenging. You may be anxious that your workers will take advantage of the flexibility and not execute their responsibilities.
What may help? Let the results speak for themselves. Schedule check-ins and status meetings to connect with the team, ask them about progress, challenges and blockers they might have. Be present so they feel like your virtual door is always open. Setting cloud services and secure file sharing will help you keep track of everything going on and stay transparent about the job already done.
From our perspective hiring remotely has definitely more pros than cons, and with the will and good management cons are just truly some challenges that can be overcome. Making the right decision for your business may take time, but once you’re ready to dive in and hire top-of-line, already vetted remote software developers and engineers, book a demo with us and find out how!
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