Independent recruiters – headhunters – have long made their home their primary place of work, but can that model be effective with recruiters who are on your internal TA team? Doing remote work for many job types is on the rise. It just may be more beneficial than you’d expect for TA roles as well, especially when you have the right recruiting technology in place.
Increase in remote work
There’s a lot of talk about remote work as an attractor for younger employees, but is it actually happening? According to several studies, the percentage of employees taking advantage of remote work options is on the rise:
Despite the trend, TA leaders may question whether the complexity and fast pace of recruiting roles makes them suitable for work-at-home situations.
Challenges with recruiters working remotely
Let’s tackle the challenges of remote work first because there definitely can be some disadvantages for recruiters, their team and their managers.
- When recruiters are used to working closely side by side, new flows of communication are needed to keep colleagues who work remotely in the loop.
- TA managers who like to be very hands-on may feel less confident about work getting done when they can’t put eyes on their team and may be more apt to micro-manage.
- Recruiters are often social people, and they may feel less like a part of their close-knit team when they work from home.
- Hiring managers who frequently drop by with a new req or for an update may be concerned about reduced quality of service from the recruiting team.
As you can see, some of these challenges stem from the pain of change. A plan for change management that answers the “why” related to adoption of new processes, can help your team take advantage of the significant benefits of remote work.
3 reasons to give remote work a try
Employees who routinely work from home a few days a week report numerous benefits:
- Increased productivity – with less interruptions by coworkers and the distractions of office life, employees who work at home often get more work done in less time.
- Job satisfaction – employees like the flexibility of remote work, which can help them better balance family responsibilities and still be highly productive
- Fewer sick days – it’s easier to work from home when you’re not feeling 100%, and the entire office appreciates it when contagious team members work from home rather than coming in and spreading a cold or the flu.
Top recruiter attraction and retention as a primary benefit
While recruiters value all of the benefits above, maintaining high TA team quality may be the biggest reason to give remote recruiting a try. Younger recruiters – the ones with energy to burn – may accept one job offer made by a company that offers flexible remote work options over another. Remote work can be a powerful attractor for the best young recruiter talent.
It can also be a key retention strategy for experienced recruiters, especially those who are starting to feel burned out by the long hours and high stress. Remote work is a viable alternative for veteran recruiters who often find it easier to keep up with a heavy workload and balance family duties from a home office.
Recruiting tech that keeps your team connected
A single-solution interviewing platform can help recruiters work efficiently and deliver a modern, consistent hiring experience to candidates whether they’re working from home or the office on any particular day. An interviewing platform like Montage gives your team the flexibility to connect with candidates they way they prefer – text, email, video or phone – and keep workflows moving forward. It also enables your team to collaborate easily with hiring managers, whether they’re doing an intake meeting via video, forwarding candidates’ on-demand video or voice responses for review, or reminding them to provide their feedback. Remote work becomes a feasible option for your team when the digital tools they need to accelerate quality hires are accessible from any location with any device.
Making the remote work decision
If you think remote work could make a positive difference in your team’s performance and engagement but you also have some concerns, a trial period is a good way to start. It gives your team time to test whether it works for them, and time for you to evaluate its impact. During the trial, ask your team to be more conscious of their communication, so team members working at home stay in the loop with changes to requisitions and status updates. Having the right recruiting technology in place will be essential.