How to fill the talent gap with a remote workforce

Hiring great tech talent is hard.

No matter the size or scale of a company, hiring top tech talent is a constant battle and filling the talent gap is becoming harder due to a range of factors – the main one being that techies are now holding all of the cards. As a result, companies need to be willing to adapt to attract and retain tech talent and one of the key features is hiring a remote workforce of developers. Evolution of the workforceSo, how can companies bridge the talent gap? There’s been a considerable rise in the desire for remote working – over the last 12 months, 42% of Haystack users recorded that they are seeking both local and remote roles. Remote working has opened up new opportunities but it’s also highlighted different ways of working (which have proven to be quite successful) and not to mention the improved work-life balance that comes with it. For smaller companies, in particular, there are many benefits associated with hiring remote developers. Local talent pools can be easily tapped into when remote positions in larger cities are offered, whilst larger businesses are able to reap the benefits from reaching untapped talent pools in less populated regions when they create a remote workforce. A win-win situation for all!

The predictable challenge would be that WFH life introduces more distractions, in comparison to office work, but despite the controversy, a report highlighted that 41% of homeworkers said that they were able to get as much work done as they would do in the office. Retaining Company Culture

The ability to pursue company culture and values as the team grows geographically is another challenge faced when it comes to hiring remotely. But, to overcome this and in order to succeed with a remote workforce, it’s vital to upkeep employee satisfaction whether that’s through employee benefits or company culture. Following the pandemic, the vast majority of employees have had a taste of the good life. 83% of workers reported that they enjoyed working in a more comfortable setting without the added pressures of the office, whilst having the flexibility to work around their schedules and most of all being able to maintain a good work-life balance. Even though they may not be in sight (most of the time), remote working employees should still be at the forefront of the mind – communication is key in retaining tech talent and with the variety of technical innovations such as Zoom or Slack communities managing a remote workforce can be achieved more easily. It’s important that remote workers feel just as included within the team as those who work in the office. Talent sourcing

The idea of an (even partially) remote workforce, to bridge the talent gap, must become part of a company’s employer brand. If there’s an option for employees to work both remotely as well as local then highlight this cultural benefit on job adverts, as it’s a key feature in attracting top tech talent.

It is much more appealing to candidates to have the choice of flexible working, but not only that it also brings awareness to the company’s culture and values. Hiring a remote workforce can solve many challenges that businesses face.

Those who want to work remotely are not using it as an excuse, nor will their performance and commitment to their role differ, but rather see it as essential due to the ways in which working trends have changed.

As flexible working is becoming more favourable and with the number of people who want to work remotely only growing, it’s important to be able to break through and stand out from the competition – adapt and be open to change in order to attract top tech talent.

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