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. Find Out More At https://datapeople.io/