Real-world data, analysis, and tips for hiring teams from the R&D team at Datapeople.
Datapeople 99 Wall Street Suite 2080, New York, NY 10005, United States
Website https://datapeople.io/
Email marketing@datapeople.io
Real-world data, analysis, and tips for recruiting
remote and non-remote jobs
Remote work is complicating the hiring landscape for remote and
non-remote jobs alike, according to the R&D team at Datapeople.
The hiring advantage for remote jobs is
substantial, especially in tight labor markets.
Hiring teams should offer remote or hybrid jobs if
they can, even if it's just a few, says Datapeople.
One, hiring teams should transition roles to
remote wherever possible. Remote jobs
attract 125% larger candidate pools, 120%
more candidates overall, and 120% more
women, according to Datapeople.
Two, hiring teams should focus more on
inbound recruiting. Although it sometimes
takes a back seat to outbound recruiting,
inbound is actually more efficient, says
Datapeople. Especially for remote jobs.
Three, hiring teams should leverage remote work to attract women. Remote roles
attract more than twice the female candidates of non-remote roles, according to the
Datapeople R&D team. They can, in effect, help level the playing field.
Four, hiring teams should turn tech roles into
remote roles. These days, tech roles are more
remote-friendly than other roles. In fact, they’re
twice as likely to be remote than hybrid jobs
even, according to Datapeople.
Five, hiring teams should use “remote” wisely in
job ads. Job seekers expect remote roles to be
fully remote, as in they can work anywhere they
want within the country, says Datapeople.
Six, hiring teams should be upfront about onsite expectations for
hybrid jobs and explain the reasoning behind them.
Seven, hiring teams should
promote hybrid and remote jobs
but not mislead candidates.
Eight, hiring teams can use
decreased requirements, bonuses,
and fair chance hiring for jobs that
can't go remote.
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