Tips To Retain Top Candidates For Remote Working
Do you know what’s even more tasking than attracting top remote candidates? It’s making sure that you don’t lose them! As much as attracting the right talent is important, when they are hired, they can still end up leaving you even before the first day.
In fact, according to Onboarding Experience Statistics SHRM, as much as 20% of staff turnover occurs within the first 45 days of employment. This statistic highlights the crucial importance for organisations to nurture their new employees for a more extended period.
A good onboarding experience is vital as it eases the doubts, fears, concerns, and uncertainties of new employees, increasing the likelihood of their long-term retention and productivity.
To enhance your new hire retention rates and ensure that you’re maximising the investment in your top remote talent, consider these tips.
Lay emphasis on the career development plan
The benefits of remote working are quite appealing; talk of flexibility, healthier lifestyles, and even time efficiency amongst others but if that’s all you’ve got to offer, you may not make much progress with your talent retention.
Every job seeker also has that growth mindset and envisages a successful career path, so it’s only normal that they measure their plans with what your organisation has to offer. In brief, you may want to come up with an employee career growth plan for your remote staff. By providing a clear and structured path for advancement, you can ensure your new hire’s commitment to your organisation.
During the pre-boarding, update successful candidates with your staff development plans to give them a good first impression about your organisation and that you have their best interest at heart. While that serves as a morale booster for your new remote hires, you increase your chances of seeing greater employee retention.
As your employees progress and show potential for leadership roles, they may require specific development tracks and additional guidance. When an employee grows within a company, they would need to be reboarded so they would know what is expected of them in the new role, especially if it’s a leadership role they are going to. By investing in their growth and providing the necessary support, you can retain valuable talent and build a strong, motivated remote workforce.
Show candidates the perks of your remote workplace
There’s no point concealing the extra incentives that your organisation has to offer successful candidates. Aside from competitive salaries and bonuses, fringe benefits play a vital role in increasing employee productivity and retention.
In most workplaces, in-office workers tend to enjoy a host of perks that may not be available to remote workers; talk of trendy workplaces, access to office gyms, health insurance, employee training programs, and other incentives that build employee satisfaction and loyalty.
To bridge the gap between remote and in-office experiences, leverage technology to create an engaging and interactive pre & onboarding platform. By utilising technology such as Introdus, you can deliver personalised content that showcases the unique perks and benefits your organisation offers, providing remote workers with a glimpse of the positive aspects they may not physically encounter. You can also introduce new hires to your company culture, values, and mission, making them feel connected and welcomed from the start.
In the same vein, you may want to incentivise successful remote projects or offer remote employee benefits like technology allowances, vacations, professional advancement opportunities, and more.
Leave no room for redundancy
Do you know what they say about an idle mind? It actually opens up your candidates to other appealing job offers. In essence, you must engage your employees even at the least opportunity you get.
For remote hires, your onboarding, preboarding, and reboarding phase are very delicate in the employee life cycle. You should;
- Promote team interactions with social hours, company retreats, and online team-building programs, and more importantly, appoint mentors to new hires to guide and orient them throughout their first year.
- Support new hires with necessary information like access to documents, tools, equipment, and other resources that enhance engagement and productivity.
- Make effective use of viable collaboration channels like Google Meet, Slack, and other video-conferencing platforms to schedule one-on-one and staff meetings to get new hires up-to-speed with the company’s policies and make them feel like a part of the team.
- Make time for chit-chats and exploit that opportunity to enquire about their well-being, family, hobbies, and other non-intrusive discussions that create deeper connections.
- Lend an ear to employee grievances and suggestions to make them feel valued and be proactive with your follow-ups.
Don’t Be Swayed By Critiques
Despite the increasing adoption of remote work models, some old-fashioned thinkers still consider it a vicious cycle of disengaged and unmotivated employees.
But that’s far from true! Remote working isn’t gaining traction by chance as it has proven to be a viable tool for employee engagement and retention speeding up individual and organisational growth alike.
While the job market continues to get more competitive, implementing the aforementioned tips will likely earn you the best remote talents.