Hiring the best talents sets up your business for success. There’s no limit to what you can achieve when you’ve got skilled and brilliant staff onboard. However, as you may have experienced, it can be challenging to find, hire, and retain the right people.
Since the start of the pandemic, WFH has been the default setting for most companies. The number of remote workers is set to double this 2021, and it’s expected to grow further in the years to come. Despite the economic downturn and business closures in the past year, the global economy abounds in remote work possibilities.
Growing your business at this time doesn’t just require innovation. You also need to have rock stars in marketing, product development, social media management, accounting, just to name a few, on your team. But you need to find them first.
Recruiting the right employees can take a considerable amount of time and effort. Offering a good salary, benefits, and other “irresistible” perks always help, but a candidate can still turn you down despite these.
So, why do remote workers turn down “irresistible” job offers? It all boils down to three questions:
Can you set them up for success?
Work fulfillment matters a great deal to top performers. This is likely to be a deciding factor for applicants who never lack for job offers.
It’s important then, to manage expectations early on. Write clear and straightforward job descriptions that clue candidates in on the job’s responsibilities, opportunities, and challenges. This will also help you filter out the pool of applicants considerably.
Aside from setting expectations, advertise the opportunities available for new team members. Are you willing to conduct extensive training for their professional growth? Are there career opportunities that will enable them to climb the corporate ladder?
Furthermore, answering these questions allows you to assess your company’s attractiveness as a workplace for top talent, and what you can do to boost such.
Are they taking the job for the right reasons?
Employees accept jobs for different reasons. While their motivations can vary, knowing these provides crucial insight for employers.
A sense of purpose gives people direction and motivation. The best employees aren’t always just the most qualified. Above all, they’re the ones whose goals and values are aligned with yours.
This goes both ways too. No matter how lucrative your offer is, if your company’s objectives are incompatible with the candidate’s personal values, there’s still a huge chance that s/he will decline.
Thus, take time to ask candidates why they’re interested in the job. This way, you will be better equipped to gauge their motivations and, more importantly, if they’re a good fit for your company.
Will they fit in?
A safe working environment counts a lot towards overall job satisfaction. Often, a fat paycheck and generous work benefits can’t and won’t compensate for toxic colleagues or leaders. This is why you should be especially wary of any negative reviews about your company.
How can you address them if they come up? Be transparent. And proactive.
Investigate previous employees’ feedback and evaluate if there’s any truth to them. If so, address these concerns head-on to nip them in the bud.
Good employees do their homework. More often than not, they’ll look into your company when you make an offer and take their time deciding before accepting. Make sure they don’t find any red flags.
The remote workforce is growing and so is the demand for talented remote staff. While it helps to offer the highest salary package to the best candidate, consider the other factors we just discussed.
Remember, the goal is not just to hire the right people but to retain them as well.
Remote Staff has been assisting AU entrepreneurs and SME partners find top remote talent from the Philippines for 13 years and counting. Whatever skills you need, you’re likely to find them in our rich and diverse talent pool. On top of that, we also provide constant support to cultivate harmonious work relationships with your remote workers all throughout.