How do you source and attract remote and hybrid talent?

1 Define your remote and hybrid policies

Before you start sourcing and attracting remote and hybrid candidates, you need to have a clear and consistent policy on what these work models entail for your organization. This includes defining the expectations, benefits, challenges, and support for remote and hybrid workers, as well as the eligibility criteria, application process, and evaluation methods. Having a well-defined policy will help you communicate your value proposition, align your hiring team, and avoid confusion or misalignment with candidates.

3 Showcase your remote and hybrid culture

To attract remote and hybrid candidates, you need to showcase your remote and hybrid culture and how it supports their needs and aspirations. This means highlighting the benefits, tools, resources, and practices that enable remote and hybrid workers to thrive in your organization, such as flexible schedules, work-life balance, collaboration, communication, feedback, recognition, learning, and development. You can use various media, such as videos, testimonials, case studies, blogs, and podcasts, to showcase your remote and hybrid culture and share stories and insights from your current remote and hybrid employees.

4 Optimize your employer branding and candidate experience

To attract remote and hybrid candidates, you also need to optimize your employer branding and candidate experience to reflect your remote and hybrid values and standards. This means ensuring that your website, social media, job descriptions, and other touchpoints convey your remote and hybrid vision, mission, and goals, as well as your diversity, equity, and inclusion efforts. It also means providing a seamless, transparent, and engaging candidate experience throughout the hiring process, from application to offer, using technology, automation, and personalization.

5 Build relationships and trust with remote and hybrid candidates

To attract remote and hybrid candidates, you need to build relationships and trust with them throughout the hiring process. This means communicating frequently, clearly, and authentically with them, using various channels, such as email, phone, video, and chat. It also means providing them with relevant information, feedback, and guidance, as well as addressing their questions, concerns, and expectations. Additionally, it means showing genuine interest in them as individuals, not just as candidates, and demonstrating your values, culture, and personality.

6 Assess and evaluate remote and hybrid candidates

To attract remote and hybrid candidates, you need to assess and evaluate them fairly and objectively, using criteria and methods that are relevant and consistent for remote and hybrid work. This means defining the skills, competencies, and behaviors that are essential for remote and hybrid workers, such as self-motivation, adaptability, communication, collaboration, problem-solving, and autonomy. It also means using tools and techniques that can measure these aspects effectively, such as online tests, simulations, assignments, and interviews.

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?