Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
In the not-so-distant past, simply offering remote work was enough to bring in quality applicants, but now companies are held to a higher standard. Candidates aren’t just looking to work from home; they’re looking for an efficient and exciting experience away from the office.
In May 2021, 70% of companies said they wanted to adopt a hybrid model, but as the pandemic starts to wane, we’re seeing an employer and employee disconnect. Only 17% of employees want to return to work full time as opposed to the 44% of executives who miss office life.
Unfortunately for these executives, the Great Resignation has put them at a crossroad: either offer quality at-home employment or face shortages and risk staying behind the curve.
In 2024, candidates expect you to offer remote work if their duties can be 100% performed at home. But remote work in itself will not attract the best talent unless you do the following.
The thought of bringing abroad international employees or switching to a fully hybrid or remote office can be overwhelming. Many employers are worried about the legal implications of onboarding foreign employees, but remote recruiting can be easy with the right team.
Instead of assuming, it’s better to hire an HR department partner. They can help you find talent and manage your payroll. Ideally, you’ll find an agency or HR expert who is familiar with the areas you’re targeting. That way, they can easily maintain compliance as you hire.
If you’re nervous about hiring multiple employees across the globe, try to focus on a select few time zones. US employers can still hire within the US, Canada, Mexico, and South America.
Don’t forget to consider your current remote employees if you have them. Most of your employees don’t want to return to the office, and many would consider quitting because of it. To keep them as a part of your team, consider offering them full-time remote status.
The pandemic took a lot out of us, but the people who had to keep working during the collective crisis suffered the worst. Not only were most employees unable to take a break, either due to necessity or staff shortages, but they were also expected to bounce back immediately.
Humans aren’t designed to handle that level of stress, let alone recover from it so quickly. Most employees want to stay at home because they aren’t prepared to “go back to normal”. Forcing people to go back to the office when they don’t have to will make the situation even more dire.
A BetterUp report found that 61% of people struggle with mental health challenges that affect their daily lives, but less than 40% of them take time off for their wellbeing.
Psychologists know that prolonged stress makes us worse workers. It’s hard to be productive when your life’s falling apart. But, employers who offer mental health benefits and education are able to help their staff members recover from the pandemic and manage stress post-pandemic.
People-first organizations all offer their employees great benefits, but if they don’t apply to the candidates you’re hiring, it won’t matter. Some of your employees have kids; others have chronic health problems. To account for your varied group of employees, cast a wide net.
Keep in mind that your hiring practices should be focused, but your perks should be flexible. You won’t learn everything there is to know about a candidate from their resume. Employers need to ask what matters to their employees, both in the interview and after the fact, to keep them.
Do your employees want to be recognized for their achievements? Do they want to do away with in-person meetings? How about wanting to exist in a community-focused workplace?
If your company culture is people-focused, you have to live these values every single day. That means allowing your employees to speak honestly about their work-life balance. Criticism is never easy to hear, but it can make us better people if it’s constructive and respectful.
Remote employees are often seen as an afterthought, but the home office environment shouldn’t be ignored. Companies are saving a lot of money in office space by hiring remote workers, which could be invested in their at-home work environments in multiple ways.
If your remote employees are relying on the same technology, you use in the office, it’s time for an upgrade. These systems may have worked in a pinch, but they don’t make sense as a consistent working medium. You’ll need to start using tech specifically for remote work.
Start improving the remote experience by looking at employee workflows. Consider what tools or software you’ll need to make remote work more comfortable, secure, and productive.
With these tools in place, you’ll be able to onboard new team members quickly. However, if your employees need noise-canceling headphones, an ergonomic chair, or a bigger monitor, better software won’t help much. Offering a stipend to get these items makes the most sense.
Millennials and Gen Z, which currently make up the majority of the workforce, want to work for employers that support their values. The Washington Post found that young workers require diversity and inclusion in the workplace, and they want their employers to take them seriously.
To appeal to young workers, employers need to walk the walk. Companies should invest in social impact programs and visibly engage with social justice to attract quality remote employees. Businesses can’t stay on the fence when it comes to social issues anymore.
If you noticed an uptick of interview questions about your impact on the planet, it’s because your candidates care about these issues. Your candidates are testing if you care, as well.
Remember that social justice is about showing up, even if it may rock the boat. Ben & Jerry’s constantly speaks out against injustice on their social media pages, and while they did lose a bit of business initially, they also gained more loyal customers and happier, prouder employees.
Employees stay with employers that foster their growth. According to a Growmotely study on remote workers, over half of respondents felt that professional growth and career coaching were benefits employers needed to offer. However, growth isn’t all about education and skill training.
Respondents of the Growmotely study found they can grow with companies that offer healthcare benefits, freedom, and flexibility. Remote workers would prefer to take an online class than cross-train in the office. They need an optimal culture fit to stay happy with their jobs.
Employers will often say that finding the right employee is difficult, especially in a remote space, but employees often resign because of undesirable cultures, lack of honesty, and unfair pay.
If employers offer the tools their employees need to grow within the company, they’ll not only attract more quality hires for a fair price, but they’ll also have no issue making them stay. You can’t decrease employee turnover without investing in growth opportunities across the board.
Learn how Engagedly can improve your employee experience by requesting for a demo with us.
