How can you align your sourcing efforts with company goals for remote and hybrid work?

1 Understand your company's remote and hybrid work policy

Before you start sourcing candidates, you need to have a clear understanding of your company's policy and expectations for remote and hybrid work. How flexible is your company in terms of working hours, time zones, communication tools, and collaboration methods? What are the benefits and drawbacks of remote and hybrid work for your company's performance, culture, and employee engagement? How do you measure and reward remote and hybrid workers? Having a clear and consistent policy will help you communicate your value proposition and expectations to potential candidates.

2 Define your ideal candidate profile

Once you have a clear picture of your company's remote and hybrid work policy, you need to define your ideal candidate profile. What skills, competencies, and behaviors are essential for remote and hybrid work? How do you assess them during the sourcing and screening process? Some of the common attributes of successful remote and hybrid workers are self-motivation, adaptability, communication, collaboration, and problem-solving. You can use various methods to evaluate these attributes, such as behavioral questions, situational judgment tests, work samples, or references.

4 Tailor your sourcing message and approach

When you reach out to potential candidates, you need to tailor your message and approach to their specific needs, preferences, and motivations. You need to show them how your company's remote and hybrid work policy aligns with their goals and aspirations, and how they can benefit from working with you. You also need to address any concerns or questions they may have about remote and hybrid work, such as communication, collaboration, feedback, career development, or work-life balance. You can use various tools and formats to communicate your message, such as emails, phone calls, video calls, or chatbots.

5 Build trust and rapport with candidates

One of the challenges of sourcing for remote and hybrid work is that you may not have the opportunity to meet candidates in person, or to show them your physical work environment. Therefore, you need to build trust and rapport with candidates throughout the sourcing process, and make them feel valued and engaged. You can do this by being transparent, responsive, and respectful, and by providing regular updates and feedback. You can also use video calls, virtual tours, or webinars to introduce candidates to your team, your culture, and your work processes.

6 Evaluate your sourcing results and improve

Finally, you need to evaluate your sourcing results and identify areas for improvement. You can use various metrics and indicators to measure your sourcing effectiveness and efficiency, such as source of hire, time to hire, quality of hire, candidate experience, or diversity and inclusion. You can also collect feedback from candidates, hiring managers, and stakeholders, and use it to refine your sourcing strategy and tactics. By continuously monitoring and improving your sourcing efforts, you can align them with your company's goals and vision for remote and hybrid work.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?