How remote teams can help you become more diverse and inclusive companies

How remote teams can help you become more diverse and inclusive companies

How remote teams can help you become more diverse and inclusive companies

More and more firms are becoming aware of this need. Let’s see why.

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It is the perfect time to learn about all the ways that employing remotely can be a tool on the long road to be an inclusive company.

 

Hire from a diverse talent pool

As a remote company, you are not bound to searching for your candidates in only 1 location. You do not have to worry about the costs of relocating people. While hiring remotely does not take out all biases in your hiring process, it does take out location and relocation biases.

Create an accessible work environment

By offering permanent employment from home, you make it easier for a large group of people to work. Think of those who live in economically disadvantaged areas. People who have not been able to find employment due to economic difficulties in their area now also have a larger chance at employment. Think of parents who need to take care of their children. Think of those who are not able bodied, such as those with walking difficulties, severe allergies etc. Traveling to the place of work, as well as moving around the office can be difficult. Some may need to lay down or receive care every once in a while, which can be uncomfortable in an office setting.

Consider offering flexible working hours

Offering employment remotely with flexible working hours can also help with creating inclusion, as it enables people to work in their own preferred rhythm. A parent may want to work when their child is sleeping, or taken care of by someone else. Those taking care of others may need to take frequent breaks in order to care for them. Those in different time zones can work what are regular office hours for them. Some people may just perform much better taking a long run/nap/dog walk during a prolonged lunch break.

Provide Mental Health support

Working from home takes out the stress that work-related commuting can have. Not having to commute also leaves more time for recharging that internal battery, spending time with loved ones, or practising hobbies.

Working from home can create a quieter environment as employees are disturbed less by colleagues or distracted by office noises. Many feel at ease being surrounded by their pets, or having a personalized place of work. If an employee is not feeling well, they can close their laptop and take a private moment, rather than running to the bathroom for some privacy. It does mean that there is a less clear boundary between work and home life, and companies should consider and actively work on enabling that work-life balance.

To build an inclusive remote work culture, you will need to have the right tools in place. This doesn’t have to be expensive or complicated. It does require thought, sensitivity, and company-wide input.

At Roots EOR we ardently believe in the importance of inclusivity and diversity in building strong remote teams. An inclusive workplace and a diverse team actively encourages employees to work better together. With a diverse remote team, you can develop your company culture holistically and foster employee well-being and sustained engagement.

BE DIVERSE AND INCLUSIVE

Roots EOR can help you to build your remote team wherever they are based. You tell us who you want to hire and we employ them on your behalf. We are an EOR providing global employment services to companies of all shapes and colors.

If you would like to speak to our team about how you can be more inclusive, please? Contact Us

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How do recruiters find candidates?

How do recruiters find candidates?

How do recruiters find candidates?

3 ways recruiters look for candidates so you can get noticed and get more job opportunities.

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1. LinkedIn

The top place where most recruiters look for job candidates is LinkedIn. So, how do recruiters find candidates on LinkedIn? Recruiters perform targeted searches using keywords and filters (like location, job title, and more).

This allows them to find active job seekers but also passive candidates who may not be looking for a job change, but could still be convinced to make a move for the right offer.

They’ll look through hundreds of professionals, reading the job title, recent work description, sometimes viewing the list of skills, and then quickly moving on to the next.

If you want to get seen by recruiters, take the time to make your LinkedIn profile as strong as possible. This is a great way to appear in more recruiter searches and get seen more often.

Hiring managers also browse LinkedIn looking for qualified candidates, and a company will typically post each job directly to LinkedIn as well. These are more reasons to be on LinkedIn if you’re in an active job search.

Make sure you’ve got a completed profile with work experience, skills, and a good headshot. If you’re looking for a new position but haven’t completed your LinkedIn profile, you’re holding your job search back.

2. Asking candidates for referrals

When talking to a candidate, recruiters may end the call by asking the candidate if they know anyone else they can refer for other jobs they’re working on.

Some recruiters also seek out referrals in a sneakier way; they will sometimes use reference checks as a way to build their network and find new candidates to work with.

They’ll ask for two or three references and then after speaking to those people, they’ll start talking about the job market and gauging their interest in new jobs.

People in your network can also intentionally refer you to a recruiter.

You don’t need to announce your job search publicly on social media or broadcast it to all of the hiring managers in your network on LinkedIn. Instead, you should have one-on-one conversations with key people in their network to notify them about your job search.

Recruiters also utilize employee referrals. This occurs when an employee within a company refers a colleague from outside the company.

Companies will often reward their employees financially if they refer a candidate who gets hired for a job. So it’s worth asking people in your network if their employer is hiring. You aren’t bothering them, and you might even be making them some money if they refer you to a company recruiter and you get hired.

3. Talking with an existing professional network

Top recruiters will build a relationship with good job candidates and try to work with them multiple times throughout their careers.

So when a new job is posted, many recruiters go into their professional network (usually tracked through LinkedIn) to see who might be a good candidate for a newly-opened job.

For this reason, it’s worth building a strong relationship with a few good, knowledgeable recruiters who specialize in your industry and/or city.

And stay in touch with a recruiter even after they refer you for a job, because you could be a suitable candidate for more jobs in the future.

Recruiters can keep you informed about career-advancing opportunities. Even if you’re not actively job searching, it can’t hurt to hear what type of talent companies are looking for and what those companies are willing to pay people who they’re hiring.

What types of positions are you hiring for right now?

What do you look for in a candidate for those roles?
Are you planning to hire employees? We have just given you some tips to optimize your selection. Remember that today, with teleworking and home office, it is possible to hire employees from all over the world. You do not know how? Contact Us

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