If your current employees and job candidates are asking about work-from-home options, you’re not alone. Interest in remote work has never been higher. In fact, nearly half of respondents in a recent iHire survey said they wanted a job that allowed them to work remotely. And, 47.8% said it was “very important” or “important” for them to search for a job with remote work options.
If you want to incorporate telework into your workplace long-term, now is the perfect time to make a plan.
Remote jobs aren’t just a game-changer for employees. Employers can benefit too. Take a look at some of the perks:
You want your job ad to attract job candidates who are looking for remote work options — so it’s a good idea to include common keywords in both the title and the job description itself. Some of the most popular keywords include:
Make sure to address the specifics of your remote work options, such as whether the job is 100% remote or offers some telework flexibility. If you have a work-from-home policy where employees can stay at home two days a week and report to the office the rest of the week (a hybrid model), communicate that expectation.
For fully remote positions, the job ad should also describe your work-from-home policy, including which equipment remote workers are expected to provide, what hours employees need to be online, and any expectations for attending in-person meetings or team events.
If your employees work from home, they won’t experience some of the same perks as on-site coworkers, such as free lunches or gym access. That’s why it’s a good idea to rework your benefits plan to accommodate remote employees. Some of the benefits that may appeal to remote workers include:
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For companies that understand the benefits of remote work but also appreciate the value of in-person collaboration, hybrid models may be a good fit. You’ll be able to accommodate the needs of both sets of workers — those who prefer remote work and those who would rather stick to traditional in-person settings.
Hybrid models can look different depending on the organization but generally involve some combination of working remotely and in the office. This could include three days on-site and two days at home.
If you do choose a hybrid model, it’s important to create a consistent experience for all employees. Schedule meetings online and have everyone join from their laptops, even employees who work in the office. Strive to get remote employees’ input on decisions whenever possible.
Telework can be a viable long-term option for your organization. For more help managing and recruiting employees for remote jobs, check out our Remote Recruiting Toolkit.