A Gallup survey showed that nearly a third of employees are still working remotely, nine months into the COVID-19 pandemic. Nearly two-thirds of those who have worked remotely in recent months said that they’d like to continue doing so after the crisis has abated.
If you’re in HR, this will come as no surprise. Even before the pandemic, research showed that employees wanted work flexibility. In one survey, a third of respondents said that they’d even take a pay cut in order to work from home at least some of the time.
Before COVID, most hiring managers were largely concerned with how to identify candidates who would be able to produce in a flexible environment. Today, that challenge is complicated by the fact that the entire hiring process may take place remotely.
Nearly 3 in 4 managers say that they’ve hired the wrong person, according to a CareerBuilder survey. That’s an expensive mistake: per that data, companies lose an average of $14,900 on every bad hire. Employers attributed the cost of a bad hire to several factors: less productivity (37%), time spent recruiting and training a replacement hire (32%) and lower quality of work (31%).
Conversely, good hires contribute more than just their own excellent work, reinforcing a culture of engagement, productivity, and support. Plus, research shows that top performers are 400% more productive than average ones.
“Leaders know the term ‘employee value proposition,’ or EVP: what employees get for what they give. ‘Gives’ come in many flavors—time, effort, experience, ideas. ‘Gets’ include tangible rewards, the experience of working in a company, the way its leadership helps employees, and the substance of the work.”
An attractive EVP during and after the pandemic might include flexibility, but it certainly must involve management that can support workers remotely in times of crisis. Interviewing candidates remotely gives employers a dual benefit: it allows hiring managers to demonstrate that they can communicate outside an office environment, and it lets them see whether potential hires can do the same.
It’s not hard to convince management that employee turnover is costly and therefore, something to be reduced. It’s trickier to make the case that the company should invest in new tools and systems to achieve that goal.
To convince decision-makers, come to the conversation with plenty of data. You may be able to demonstrate exactly how much employee turnover is costing the company … and how much business high performers generate.
At every point in the discussion, be sure to tie your case to the company’s metrics. If you can show that this investment will generate revenue and cut costs, it will be much easier to get management on board.
The best hiring tools have one thing in common: they speed up the process without cutting corners. These HR products and apps can help you find the best candidates, streamline your hiring process, and onboard your new star performers quickly and efficiently.
ClikSource ConnectNow: This digital platform erases several of the headaches of remote hiring. ConnectNow allows HR teams to screen candidates in two ways: live virtual interviews or one-way videos, making it easier to connect with busy applicants. Users can narrow the candidate pool and transfer hires to the onboarding process from the same dashboard, saving screening time and cutting cost-to-hire.
Gusto: Best known for its payroll services, Gusto also offers benefits and customizable onboarding checklists, plus new hire paperwork with e-signing functionality. The company also provides a free Gusto Wallet app for employees, allowing them to track and save money.
Lanteria: Lanteria HR supports remote work by automating processes like time tracking and offering tools for remote performance management, including check-ins, reviews, and 360 feedback.
Zenefits: Zenefits’ all-in-one HR platform includes an automated onboarding function that syncs new hires’ information to payroll and benefits. The product also offers reporting that offers insight into compensation trends, diversity, and employee turnover.
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