Today's labor market is a bit unpredictable. Economists previously warned of a “Great Reshuffle,” a time when employees were expected to resign in record numbers and leave considerable vacancies in the workforce.
This happened somewhat, according to the Bureau of Labor Statistics (BLS), there were a record number of resignations at the end of 2021. Although the number of resignations dropped at the beginning of 2022, the employment market is back to experiencing record-high resignations, which are expected to continue through the remainder of the year.
However, while mass resignations are taking place, the concern about massive numbers of workers leaving the workforce hasn’t come to fruition. Rather, instead of leaving the workforce entirely, employees have simply been finding jobs that are better suited to their work-life balance.
And a lot of that re-shuffling has led to a higher focus on remote work opportunities with companies that are looking to grow with you, no matter where you are located.
According to Upwork, almost 23% of the U.S. workforce is expected to work fully remotely by 2025. That’s nearly double the percentage of people working remotely full time before the pandemic.
As more organizations embrace long-term remote or hybrid workplace models, employers will continue to compete for the industry’s top candidates from across the country.
For many businesses, the question now becomes: With more and more top talent looking for companies that offer hybrid or fully remote work, how do you stand out and not only attract those high performers but also keep them happy, healthy, and engaged?
This article discusses the unique qualities of strong remote workers and best practices for attracting and recruiting remote top talent for your small business.
Strategies to Engage and Attract The Best Remote Talent
Qualities of Successful Remote Work Talent
Employers want to appeal to remote professionals, but that doesn’t just mean any remote worker. Employers in today's labor market cannot afford to hire just any applicant for a full-time position, so it’s important to be able to spot the best-performing remote workers who will be a great fit for your culture and support your business goals.
Offering the opportunity to work remotely remains a powerful competitive edge, especially as many companies consider a shift back to the office.
In addition to industry or role-specific skills and competencies, employers should look for some qualities unique to top remote talent when selecting candidates. Successful remote employees typically demonstrate the following traits.
Strong written communication skills
In most remote jobs, the majority of workplace communication happens via email, chat, and other digital platforms. Therefore, remote employees typically exhibit strong written communication skills by being clear, concise, and consistent in their work. These skills help teams collaborate efficiently and reduce misunderstandings that lead to distraction or wasted effort.
Interpersonal skills
Remote employees need strong interpersonal skills in both one-on-one and group settings. This is critical when working outside a traditional office environment. Interpersonal skills include teamwork, influence, negotiation, conflict resolution, and emotional intelligence—key traits for building trust and reducing turnover in distributed teams.
Critical thinking skills
Ambiguity and daily hurdles are likely in remote roles. Employees who can research solutions and resolve issues independently, without relying on others for every decision, are more productive and contribute to overall team success. Critical thinking supports productivity and helps reduce costly delays that may affect project outcomes.
Eager to ask questions
Although independence is key in a remote work setting, employers should also consider candidates who aren’t afraid to ask questions. This curiosity improves communication, uncovers workflow gaps, and ensures new hires feel empowered in their position. The right questions can surface hidden inefficiencies that impact performance and overhead costs.
Self-confidence
Since remote workers work independently and are not physically present with other employees, they cannot frequently second-guess themselves. Employers should look for employees who can make solid, informed decisions in a reasonable time period.
Accountability
Remote employees must manage their daily tasks while also motivating themselves to advance their careers. A successful remote employee cares about work results and does what they say they will do.
Entrepreneurial Mindset
Entrepreneurs typically wear many hats, especially in the start-up phase, when the teams are small and the workload is large. Offering remote work can sometimes feel isolating, and it's important for employees to have a mindset that can look at the bigger picture, see where they may be able to help support a fellow employee, or jump onto another project if help is required.
Being comfortable wearing several different hats can be a huge asset to the business and help drive career success long term.
Remote candidates who go above and beyond will thrive in a remote workplace. Employers' challenge is ensuring a positive, healthy, and supportive environment for remote top talent to thrive in. Here's what employers need to know
Remote hiring opens up a cost-effective way to expand your team beyond geographical limits, often reducing overhead costs associated with a traditional office. When hiring remote talent, look for individuals who can thrive with flexible work arrangements and contribute to long-term success. By identifying these key qualities, you’ll find the best-fit talent and maximize the productivity of your remote team, without sacrificing culture or communication.
Read Also: Strategic HR Outsourcing
How to Appeal to Top Talent for Remote Work
As employers recruit more remote employees than ever before, they should be prepared for unique challenges. First and foremost, organizations should already have solid and proven virtual recruiting and hiring processes in place so they can continually measure and optimize effectiveness.
Additionally, the following strategies could help organizations attract and recruit top-quality remote workers.
Invest in technology
Technology is also a component of the overall candidate experience. For example, using a quality camera and microphone when speaking to candidates virtually will say a lot about an organization.
Conversely, low-budget equipment may send a negative message about how much the company is willing to invest in employee equipment. To recruit and attract top talent, it’s crucial to continue tracking, evaluating, and optimizing companywide recruitment and hiring processes.
Candidates will appreciate a clear and effective recruitment process as they engage with recruiters and hiring managers.
Offer competitive, unique benefits
Organizations should ensure they offer competitive benefits that meet employees’ evolving needs to stand out against the competition. Some ideas include providing home office equipment or a technology stipend, flexible scheduling, professional development programs, coworking space access, unlimited paid time off, and gym memberships.
Engage in virtual events to hire global talent
Employers can connect with remote candidates at digital job fairs and similar hiring events. For example, employers can host their own virtual fair or webinar to attract candidates interested in a specific industry or professional topic.
Employers are also shifting to communicating with candidates through personalized messages, virtual chats, and video calls.
Ask for referrals
Employers can describe the skills that the organization is looking for with current employees, and ask if they’d promote the job opening with their networks, reiterating that the role is fully remote.
A fully remote role widens the talent pool, so employers can utilize existing employees’ connections regardless of location.
Use the right channels to post job openings
Employers may consider advertising and recruiting for open roles on job boards and social networks that are dedicated to remote work.
Read Also: Small Business Outsourcing
Build a strong social media presence
Organizations looking to recruit virtually should maintain at least one social media profile, post content regularly, and interact with followers. Having an active social media presence will help encourage candidates to follow and like the company's content.
In turn, this provides a steady stream of passive recruiting leads. Employers can consider highlighting the remote work culture, giving a glimpse into the typical day of remote employees and featuring employee work locations.
Remote employees will be especially interested if a role offers a good work-life balance, so employers should consider authentic ways to demonstrate that concept on social media channels.
Manage an online reputation
Since we live in a digital age, prospective employees have many channels available to them as they search for and discover information about organizations. Reputation is all about public perception, whether it’s based on facts or not.
In addition to social media channels, employers should monitor various online channels and websites for mentions of their organization.
Claim company profiles and post details on employment websites
This allows an organization to add critical details that job seekers consider before applying for work at any company, such as the number of employees, industry details, company mission, benefits, perks, and photos.
Expect a range of reviews, and consider them as feedback
While the hope is that most online feedback will be positive, employers should consider negative reviews as a learning opportunity.
Know that an employer's brand can change
Employers who seek to transform their brand can do just that. Setting manageable expectations is necessary because it won’t necessarily change overnight.
Some people are stronger remote workers than others. Therefore, employers should evaluate candidates based on job-specific competencies and traits of effective remote workers while also considering unique strategies to appeal to remote top talent.
Summary
A remote workforce may help organizations stay ahead of the competition and combat talent shortages. And whether your organization is looking to move to a hybrid workplace or a fully remote workplace, understanding how to best attract and retain remote top talent can help set your organization apart from the rest. Happy Recruiting!
If your organization wants to attract high-performing remote talent while keeping internal operations lean and agile, the right outsourced HR provider can make all the difference. At Melita Group, we specialize in outsourced human resources services designed to meet the evolving needs of remote-first businesses.
Whether you're looking for payroll outsourcing, employee benefits solutions, or complete PEO outsourcing support, our tailored solutions help you stay compliant, competitive, and ready to scale. Reach out today to discover how Melita can support your growth.
