The pandemic and sudden surge in remote strategies at the workplace had an impact not only on remote working opportunities but also reshaped remote talent acquisition strategies. It was a fundamental shift and while adapting to this new reality, organizations started to develop remote strategies for hiring.

This guide will walk you through the steps and best practices for creating an effective talent acquisition remote approach, for your company, to keep up with the competitive hiring market. 

What is a Remote Talent Acquisition Strategy? 

A remote talent acquisition strategy is a plan to identify, find, attract and hire talented individuals remotely. If we compare it to traditional hiring processes, they mainly focus on local candidates, and local talent can be scarce. However, with talent acquisition remote ways companies can overcome geographical barriers and reach a wider talent pool. This approach comes with its unique challenges in terms of geographical dispersion, cultural differences, varying work arrangements, and so on. 

Why remote talent acquisition is important:

• wider range of skilled professionals
• reduced costs and time of hiring
• more diverse and inclusive workforce

Benefits of Hiring Remote Talent 

Access to a Global Talent Pool

The biggest advantage of remote team hiring is that you can find any talent in any part of the world. This will allow you to:

• fill the roles more easily
• have diverse perspectives and experiences in your workforce
• overcome talent shortage in your local area

Cost Efficiency in Hiring and Retention

Together with more options for talent acquisition, remote work can be incredibly cost-saving, both for employers and employees. Global Worplace Analyrics’ research shows that if everyone who wanted to work remotely, did so just 50% of the time, it could save over $700 billion per year. Thousands of companies have saved huge money with remote work opportunities. For example, Sun Microsystems saved $68 million yearly, and how are these costs saved?

• office space
• office utilities
• daily operational costs
• relocation packages

You can reinvest these savings into other areas of your business or just offer better salaries for hiring better talent. 

Increased Productivity and Flexibility

Besides cost savings, numerous researches are showing that remote work actually increases employee productivity and satisfaction. Just to mention two:

• Standford University research found that employees who work remotely are at least 13% more productive than their office-based counterparts.
• FlexJobs found that 65% of respondents feel more productive if they are working from home.

So, when your employees are more productive, flexible and happier on the job, it is obvious that it will lead to higher employee retention rates. 

Key Steps in Developing a Remote Talent Acquisition Strategy 

Step 1 – Defining Roles Suitable for Remote Work

Benefits are clear, but not all positions can be worked remotely. So, if you are developing a remote talent acquisition strategy, you should assess the roles that are capable of working remotely. Create a list of positions that can be performed remotely and pay attention to these factors:

• whether the tasks of this position are collaborative or independent
• equipment needed, both software and hardware
• how often and through what medium should the communication happen
• how do you ensure sensitive information isn’t leaked

Step 2 – Identifying the Right Tools and Platforms

For successful hiring, you will need tools to streamline talent acquisition remote efforts, such as:

• Applicant Tracking Systems (ATS)
• video interviewing platforms
• tools for skills test assessment
• project management software

and you will need your HR team to know how to use these tools correctly.

Step 3 – Crafting a Remote-Friendly Job Description

Let’s see how to write job descriptions of talent acquisition for remote positions:

• state clearly your location requirements for the remote position (time zone restrictions; tax policies, etc.)
• highlight skills and qualities needed
• state your company’s remote work culture and support systems
• describe any specific technology or equipment requirements (for instance, internet speed, hardware, software, etc.)

Step 4 – Expanding Your Candidate Sourcing Channels

If you’ve never reached remote talents, you should expand your sourcing channels. Consider:

• remote-specific job boards (e.g., We Work Remotely; Remote.com)
• LinkedIn, with remote work-focused groups
• forums and online communities dedicated to remote work
• virtual job fairs and networking events
• referral programs

Diversify your remote talent acquisition strategy to cast a wider net and attract better candidates. 

Remote Talent Acquisition Strategy – Best Practices 

Fostering a Remote-Friendly Company Culture

To have a remote work culture is a must to attract and retain top talent. To build this culture:

• have clear communication protocols and expectations
• do virtual team-building activities regularly
• create opportunities for development and growth
• celebrate achievements both big and small, remotely
• ensure equal opportunities and inclusion

Building Trust and Engagement with Remote Teams

To build and maintain trust:

• have clear goals and expectations for every position
• provide and receive regular feedback
• conduct performance reviews
• have an open and honest communication
• lead by example in terms of accountability and transparency
• implement a results-oriented work environment (ROWE) approach

Maintaining Communication and Collaboration

To have an effective communication in remote teams, you will need these tools and practices:

• video conferencing for regular team meetings and one-on-ones (Zoom, Teams, Google Hangouts)
• project management tools to track progress (Trello, ClickUp, Asana)
• instant messaging platforms for quick questions and conversations (Slack)
• to better bond your team, schedule regular “virtual water cooler” sessions.

Onboarding Remote Employees

The onboarding process of the remote talent acquisition strategy sets the stage for long-term success when done correctly. To do so:

• create an onboarding plan with clear milestones
• provide equipment and access to tools before the start date
• assign somebody to new remote hires to navigate the company culture
• regularly check in during the first weeks
• offer them training on remote work tools and practices if necessary.

How to Measure the Success of Your Remote Talent Acquisition Strategy

Key Metrics to Track

Monitor these key performance indicators (KPIs) to track the effectiveness of your remote talent acquisition strategy:

• time-to-hire
• quality of hire (through performance reviews)
• costs-per-hire for remote vs. on-site
• satisfaction scores
• retention rates
• diversity metrics

Using Employee Feedback for Continuous Improvement

Ask for regular feedback from candidates and employees to refine your remote talent acquisition strategy:

• conduct surveys at every stage of the hiring process
• hold “stay interviews” with remote employees to understand what works and what does not
• have an anonymous feedback system

Use this feedback and make data-driven improvements to your talent acquisition remote processes.

Common Challenges in Remote Talent Acquisition and How to Overcome Them

Managing Time Zones and Remote Work Logistics

One of the biggest challenges in remote work is when employees are working across different time zones. To address this:

• every employee should know expected working hours and overlap times
• schedule meetings during overlapping times
• when possible, implement asynchronous communication practices
• be flexible 

Ensuring Remote Team Integration

To help your remote employees feel connected:

• have casual interactions and team-building sessions
• organize periodic in-person meetings and retreats
• ensure they all have equal opportunities for advancement
• create mentorship programs that pair employees

Real-Life Examples of Successful Remote Talent Acquisition 

Example 1 – Automattic’s Remote Hiring Process

The company behind WordPress.com named Automattic has been an advocate of remote work for a long time. Their remote talent acquisition strategy includes:

• text-based interviews for communication skills
• a trial project that is paid
• multiple rounds of video interviews, including with team members

Lessons learned: Always assess practical skills and cultural suitability in the remote hiring process.

Example 2 – GitLab’s All-Remote Workforce

A fully remote company, GitLab with over 1.300 employees who work from 65 different countries has:

• transparent hiring process that is documented in their public handbook
• asynchronous communication as the default approach
• virtual coffee chats and remote team-building activities

Lessons learned: Candidates should know what to expect during the hiring process. Be transparent. 

How Remote Talent Acquisition Strategy Affects Employer Branding 

So, following all the above-mentioned tips and steps will make your remote talent acquisition strategy very effective, resulting in a better reputation as an employer. To fully leverage this:

• share your work policies and success stories on your careers page or on LinkedIn
• share testimonials about employee experiences
• participate in conferences and events to showcase your culture
• develop content, a blog, video or podcast where you will dedicate one piece about your remote work practices.

All this remote-friendliness will position you as a forward-thinking company. 

Conclusion 

For companies, aiming to grow and expand, developing a robust remote talent acquisition strategy is a necessity. By following the above-mentioned steps and best practices, you can create an approach that attracts, hires, and retains top remote talent.

Remember that to successfully develop it, you will need to continuously adapt and improve. Regularly assess your strategy’s effectiveness, create a space for feedback and adjust as needed. With the right talent acquisition remote strategy in place, you will build a diverse, skilled and engaged remote team.

If you are ready to transform your talent acquisition process for remote work, contact AI Talent Flow for a free consultation. 

FAQs on Remote Talent Acquisition Strategy

1. What are the 4 pillars of talent acquisition?

The 4 pillars of talent acquisition are:

• sourcing and attracting candidates
• assessing and selecting the right ones
• onboarding 
• retaining and developing talent

2. How to be strategic in remote talent acquisition strategy?

To be strategic in talent acquisition: align your hiring goals with overall business objectives; develop a long-term planning approach; invest in employer branding and candidate experience; use data for decisions; always adapt and improve.

3. What is remote work strategy?

A remote work strategy is a plan that outlines how a company will implement, manage and optimize practices of remote work. It usually covers infrastructure, communication protocols, performance management and company culture. 

4. What is strategic TA?

Strategic Talent Acquisition (TA) is an approach aligning the talent acquisition process with the organization’s overall business goals and strategy. It focuses on identifying and attracting top talent, rather than just filling immediate vacancies. 

5. What are the three C’s of talent management?

The three C’s of talent management are: Competence, Commitment; Contribution. 

6. What is a talent acquisition framework?

A talent acquisition framework is an approach to attract, assess and hire talent. It typically includes:

• workforce planning
• employer branding
• candidate sourcing
• selection and assessment
• onboarding and integration
• performance tracking and analytics