What does the largest generation of workers today want? Hirebee.ai unpacks how recruiting aims and objectives are evolving with the new and thriving Gen Z workforce of today!
The job landscape today is changing as freshly graduated Gen Z workers continue to join the ranks of the workforce.
Gen Z is part of the latest wave of young professionals, now often outnumbering their millennial predecessors in certain respects. It was estimated that this group would make up 40 percent of the workforce population back in 2020.
Gen Z Work Culture Today
Successfully being able to attract as well as retain Gen Z workers today is no easy task. Given the uncertainty and unpredictability brought about by the pandemic, the Gen Z workforce now wants stable and “future proof” jobs. Gen Z now prioritize the flexibility of a more remote and virtual workplace, and are more pragmatic as well as risk-averse.
Moreover, the new Gen Z mindset and workplace will definitely look different. Knowing how and why might just be the biggest steps to take at this point. As new cohorts of Gen Z continue to enter the job market every year, they continue to alter and change the recruitment landscape.
Employers need to change their recruitment practices and approaches with the changing tide today, especially as Gen Z workers continue to prove to be empowered and highly engaged.
Employers must focus on their career development and flexibility at work so that both parties are able to align their benefits with one another. The Allegis Group also reported that 87 percent of Gen Z workers look to their employers for important professional development opportunities. They also want employers to provide them with real-time feedback, help them develop crucial soft skills such as management, leadership, and communication. Employers must step up by understanding and supporting non-linear career paths as well as offering and engaging employees through leadership and mentorship programs.
Gen Z workers are known to care and prioritize company culture more than any other generation of workers. They seek opportunities to work collaboratively with employers while maintaining a work-life balance and working hard.
For younger job seekers, corporate social responsibility, as well as diversity, equity, and inclusion in the workplace, are important objectives. Gen Z workers are also known to safeguard their values and ideals while undertaking the job hunt.
HireBee: Attract Gen Z In The Best Way Possible
It is crucial to ditch traditional recruitment practices and further reinvigorate the methods. As an Application Tracking System (ATS), sourcing global talent from across the globe, the HireBee platform is an important tool for companies who are looking to tap into the potential of the new, young, and burgeoning Gen-Z workforce in a post-pandemic world.
In addition, HireBee’s recruitment marketing features can help effectively source and identify Gen Z talent for recruiters. Leveraging technology is the best way to reach a potential Gen Z candidate. HireBee has branded career pages, branded job postings, as well as social sharing with visuals.
The branded job posting, in particular, is helpful in improving the candidate experience. Bolstering a company’s brand image through recruitment marketing is an integral part of attracting talent from across the world. Companies can take this opportunity to reiterate their values and employment opportunities so that they are able to attract the best candidates.
As the Gen Z workforce continues to take the job market by storm, it is also time for companies to take a good look at their previous as well as existing recruitment practices. Tackling structural issues such as biases that span the talent acquisition process might be a good starting point for employers.
Overall, it is important to ensure that Gen Z workers are able to thrive in the workplace today as they become a dominant and essential generational force, especially as our world grows more competitive, divisive, complex, and uncertain.
The COVID-19 pandemic proved to be a game-changer in the small business landscape. Small businesses today need to consider the ease in adopting remote working practices full-time today, especially given the benefits of having a remote workforce, cost-cutting, savings, and overall flexibility.
According to a 2019 study conducted by Owl Labs, 83 percent of workers stated that they would prefer remote working. Many respondents added that they would also feel more trusted and be able to keep down stress levels as there would be greater room and freedom to strike an appropriate work-life balance. Over 57 percent of small business owners believe that remote work will resume even after the pandemic. Meanwhile, many big corporations have announced that they hope to resume in-person activities at work.
Challenges faced by small businesses
“When I ran a small business, one of the biggest challenges I faced was the ability to compete for talent with enterprise organizations. I wasn’t alone, either – it’s a common struggle for many small businesses. We cannot necessarily match the salaries and benefits offered by larger organizations. Other perks such as gym memberships, generous stock options, and top-tier health insurance are also very difficult to compete with,” says Carlos Hidalgo, a 25-year business veteran, in an article written by Elite Business Magazine.
This is not shocking considering that the gap between large and small companies is growing even though the digital revolution continues to benefit small companies today.
The graph above shows how, since 1993, there has been a growing trend of larger companies acquiring a larger proportion of the labor market. From 1996, when US companies with less than 250 employees and companies with 250 employees or more had the same share of employment, the gap has gradually widened to the point where companies with 250 employees or more have a 55.1% share of the employment.
The struggles shared by Mr. Hidalgo above demonstrate the many hardships smaller businesses can be facing with regards to competing for talent with big enterprises. Big enterprises have the economies of scale necessary to blow the smaller competition out of the water. Unlike smaller businesses, they are able to offer financial benefits, something smaller businesses are unable to do. Has the pandemic presented smaller businesses with an opportunity to gain an upper hand in terms of employment?
It’s the trust. Usually, relationships between employers and employees in smaller businesses tend to be more informal and closer, and there’s a level of trust which goes on to the work. This element of trust is why smaller businesses can take advantage of the return to the office. What do most small businesses have which most big enterprises don’t? Trust! “We trust you to work from home!”. And some will appreciate this sense of freedom more than financial benefits, but you will have to convey it through recruitment marketing.
Young people in the driver’s seat
As young people begin to take the driver’s seat in the startup world today, they are bringing in a new era of creative and innovative thinking. New York Post reported that nearly one in three millennials said they had some type of small business, with 19 percent stating that it was their main source of income.
“Technology has made it easier than ever for anyone with an idea to create a home for it online and find their audience,” said Melissa Schneider, global trends expert at GoDaddy. The affordability and accessibility of technology and tools today are most likely influencing this burgeoning entrepreneurial and business spirit among the youth today especially as one can launch and run a business at home.
Sourcing global talent
As work from home might end up being the new norm in the post-pandemic world, apart from the greater flexibility brought on by remote working and the ability to source global talent, small businesses are able to attract talent from across the globe. “Working during the pandemic has opened opportunities for our company. Since we work remotely, we have been able to source the best talent from all over the world,” said Berkeley Pharma Tech, a biotechnology startup incubator interviewed by the HireBee team.
HireBee is leveraging technology to help small businesses and startups source and tap into the best global talent. We are making it possible for businesses to build their capacity, especially with recruitment automation, recruitment marketing, and candidate relationship management. Our many recruitment solutions help small businesses stand out from the crowd in the labor market, and virtually turn them into talent-magnets.
Collaboration and teamwork
Moreover, remote working is encouraging more collaboration than ever before simply because employees are able to stay better connected. “While there can be challenges to working remotely, our teams prioritize communication. We use weekly meetings to check-in on progress and discuss questions, concerns, and upcoming projects,” said Berkeley Pharma Tech.
Another organization we spoke to said, “The Sustainable Living Guide has values and a culture that is relational, co-creative, and caring. With the pandemic, we experienced both the opportunity and the responsibility to step deeper into these values.”
Remote working is encouraging more collaboration than ever before simply because employees are able to stay better connected.
Revamping for the future
Small businesses are making adjustments to navigate the pandemic. Businesses are using contactless deliveries to make services available online, asking employees to upgrade and learn skills to reflect new business models, adopting new revenue streams, adopting new technology processes, among others. Businesses are also able to maintain different communication channels and styles owing to the advent of platforms like Slack, Trello, and Zoom. Business owners and start-ups also often measure performance and work in a qualitative and impact-based manner, giving greater freedom and time for employees.
Overall, the pandemic is a defining moment for many starts-ups and businesses. As the pace of technology and the war for talent only continues, small businesses and the spirit of entrepreneurship will only thrive. In a post-pandemic world, the workplace and its dynamics will look very different, a challenge small businesses are ready to face.
Winners Of Struggle During A Global Pandemic: Here From Entrepreneurs, Companies, And Founders!
Among some of the pandemic winners, start-ups and independent businesses seem to be proving themselves during this difficult time. While companies remain on the precipice of falling sales and hiring freezes, start-ups are taking the pandemic as an opportune moment to thrive during an economic downturn.
The Financial Timesreported that there was a boom in entrepreneurship recorded in many countries against the backdrop of the coronavirus pandemic of 2020. According to the Census Bureau tracks for start-ups, new business applications grew by 38 percent in the week ending October 24th, 2020. The Wharton Business Review, in turn, concluded that small businesses were responsible for job growth.
HireBee was given the opportunity to reach out to nonprofits, organizations, startups, founders, communications, and HR professionals on some of the hurdles that they faced during the pandemic.
A time to prepare and organize
“The pandemic was a trying time to found a travel startup. This meant limited opportunities for testing and limited interest in the project. But there was now time to catch up to our competitors and position the app to be ready to take on the upcoming travel boom. Truffl is ready to help people share and explore the places they love in a post-pandemic world,’’ says Eric Om, founder of California-based travel startup, Truffl. Without a doubt, the pandemic has provided a platform for start-ups to plan and organize carefully in a less fast-paced environment.
New possibilities with time
The pandemic has also given creators and entrepreneurs time to exercise more creative freedom and independence. “For me, it’s been a blessing in disguise because I was able to really start and create my entire journey during the pandemic. All this time gave me time to create all the time. It was so much good practice and with consistency and strategy, growth came naturally,” says Angelica Song, creator of UrCollegeSis, an online platform dedicated to providing resources and giving college advice to undergraduates. Angelica was able to grow her online community from the ground during the pandemic and accumulated over 113,000 followers on TikTok and acquired millions of views.
Organization of work and employees
Start-ups were able to take the time to step back and reorganize their employees and focus last year. “Working during the pandemic has opened opportunities for our company. Since we work remotely, we have been able to source the best talent from all over the world. While there can be challenges to working remotely, our teams prioritize communication. We use weekly meetings to check in on progress and discuss questions, concerns, and upcoming projects,” says the HR and Communications team at Berkeley PharmaTech, a biotechnology startup incubator. At a time when start-ups are burgeoning, Berkeley Pharma Tech is proving to be a game-changing incubator and support ecosystem for start-ups.
The pandemic also forced many founders and business owners to change their approaches to business entirely. “When there were initial signs of the virus in February 2020, I quickly took action in determining how to best pivot our in-person classes to the online space. We were able to teach more students than ever. Now, even though we are allowed to conduct in-person classes, we still carry out online classes for about a quarter of our student body, including those who live overseas,” says Claudine Fernandez, Founder of Artistic Strategies Academy Singapore.
Client spending and revenue tracking
When backed into a corner, many organizations were able to find strength and restructure internally to adapt to the changes of the pandemic world. “Women’s Web has always adopted a very flexible approach to work structures. The biggest challenge for me has been dealing with the uncertainties in client spending/revenues caused by the overall uncertainty in the larger ecosystem. It’s also helped to keep a sense of proportion that white-collar professionals like us are still at the very top of the pyramid and less impacted than so many others. Ultimately we weathered FY2020 quite successfully (and profitably), and even learned a thing or two about working through adversity,” says Aparna Vedapuri Singh, CEO, and Founder of Women’s lifestyle blog, Women’s Web.
Building capacity and resilience
The pandemic also reinforced the importance of mental well-being and prosperity for organizations. “We elevated transparency and vulnerability, encouraging our community to let their leadership know if they need extra support, flexible deadlines when possible, and other types of accommodations to care for their wellbeing and work balance. The pandemic’s unpredictable nature certainly touched our workplace and terminology like ‘pandemic pivot’ emerged as we honed our resilience response strategies and skills,” says Lisa Pavati, CEO of the Sustainable Living Guide, an advocacy and education organization that provides online classes, resources on the environment and climate crisis.
Overall, start-ups, entrepreneurs, and businesses are uniquely positioned to deal with the challenges of the COVID pandemic. In our technology and information-driven world, there is little we cannot accomplish. They are able to utilize unique remote working environments and bring in an overall fresh perspective to the current status quo.
Masks, gloves, face shields, self-isolation, 70% ethanol solutions and a hurting economy. How has Covid-19 impacted the war for talent?
The war for talent is multivariable, a lot of events can cause its intensification and de-escalation, and considering the amount of chaos brought about by Covid, no economic or business management theory with a ceteris paribus slapped on to it can accurately attribute the effects of Covid on the war for talent. And, in a lot of ways, as countries seek to establish order out of the newborn chaos, such as the USA with the new president-elect Joe Biden’s slogan of “Build Back Better”, it can be anticipated that the same might occur with the global economy. In our previous article, we took a look at post-Covid employment, and expressed why we think that the trends of remote work and talent acquisition software might be here to stay.
The War for Talent: De-escalating or Intensifying?
There is a belief that, because of the ongoing Covid recession, many employees have been made redundant due to reduced economic activity, and many businesses have shut down, and hence the war for talent has de-escalated since the shortage of talent will be reduced. In simpler economic terms, this belief translates to a decrease in labor demand, and an increase in labor supply, which supposedly cuts the shortage of talent. Additionally, due to global levels of trade and immigration being attributed as indicators for measuring globalization, the sharp decrease in both has led many to believe that globalization is taking a hit.
So what does this mean? Is the war for talent de-escalating? Is globalization decreasing? Well, it’s more complicated than that…
The “common sense” belief of labor supply rising and labor demands decreasing may be true, but it may be misleading. Whilst this is universally and unequivocally true, one must consider the following factors. Firstly, in businesses which haven’t permanently shut down, downsizing has occurred in a manner with which workers who are not vital for future growth projects are made redundant. This means that much of the workforce which has gone out of work are not the organizational fits which businesses who wage war for talent are looking for. Much of this talent has stayed employed. Furthermore, even if you doubt this sentiment, since it is based on an assumption, and believe that this isn’t the case, this doesn’t mean the war for talent has de-escalated and here’s why.
Short-Term vs Long-Term and Other Nuances
Since these shifts in the labor market occurred are due to demand and supply-side shocks, due to the consequences of Covid, these changes do not represent trends in the labor market or set a precedent for the future of labor markets, as economies worldwide are set to recover from these economic shocks, and return to normalcy is perceived as inevitable in most societies. In fact, it can be argued that as a consequence of Covid, trends of digitization of the workspace, the increasing implementation of AI to automate and enhance processes and industry 4.0 are now going to accelerate.
Now, we touched on the “Build Back Better” agenda of the Biden-Harris administration, and the entire point is, that these illusory or genuine decreases in talent shortages will be soon eliminated through long-term economic forces. So depending on how you view the situation, you either have no reason to believe that the talent on war has de-escalated, and that in fact it will intensify due to acceleration of mentioned trends, or you can view this turmoil in the labour market as a short window of opportunity to scramble for the talent made redundant.
Now, what about globalization? With globalization, the answer isn’t as clear-cut. Even before the Covid crisis, since The Great Recession, the deceleration of global trade was noticeable. However, it is to be noted that globalization is multi-dimensional, and cannot only be correlated with volumes of international trades of goods and immigration between countries, which have been hit hard during Covid. However, along with these negative indicators for globalization, there are positive indicators such as the aforementioned increasing digitization of the workspace. In a way, the digitization of the workspace has lowered the barriers to entry to foreign labor markets. Hence, SMEs are now more than ever poised to benefit from foreign labor markets and escape the war for talent brewing in their markets, and compete for global talent.
In conclusion, the war for talent isn’t de-escalating in the long-term, with short-term possible reduction of talent shortages to be corrected by long-term economic forces. Additionally, as Covid has incentivized companies to rethink their strategy, a lot of focus is to be put on automation and digital transformation, narrowing the pool of talent to hire from. But, for SMEs, the digitization of the workspace means sourcing candidates from across the globe, expanding the talent pool to hire from and de-escalating the war for talent. With barriers to entry to foreign labor markets being lowered, more SMEs are expected to be competing for talent with the big dogs.
However exuberant this may sound for some, it is important for such operations to be conducted with the correct logistics, and, luckily, there are a plethora of software tools which companies can leverage to adopt remote working and maintain a sustainable global workforce. Most correlated with the topic of discussion of this article, talent acquisition software solutions are perfect for making global hires with efficiency. Much of the hiring processes are automated, and recruiting teams are empowered with an interface specialized for their hiring needs. For an experience catered towards post-Covid hiring needs, HireBee is the perfect solution, with the company placing an emphasis on Covid and developing their product accordingly, as the startup seeks to empower SMEs to compete for talent with big enterprises globally.
When discussing COVID-19, the immediate impacts of COVID-19 on the job market seem to be rather evident, but what about the long term impacts? The pandemic has been turbulent and uncontained at large for most countries, with the world economy estimated to have shrunk by 4.4% according to the IMF, with only 24 countries seeing an increase in Real GDP, of which only 14 saw an increase of more than 1% (China and Vietnam included). Travel restrictions, declines in global trade, quarantine and uncertainty have led to rises in unemployment, closing of businesses, demand shocks — with demands for different products and services changing suddenly and severely (temporary hoarding of sanitary products, increase of spending in the health sector and the sharp decrease in demand of non-essential products), and consequently supply shocks and the decrease of money velocity. In this article we will discuss why the trends of remote work and talent acquisition software might be here to stay.
Whilst unemployment figures improve as innovation and response to the pandemic mitigate its threat, there are long-term implications that should be considered. Innovation has been key for businesses during this pandemic, and oftentimes it has been involuntary, as certain systems had to adjust or disintegrate. And in these instances, it is mutually understood by all stakeholders that there is no other alternative, and that they will have to adopt certain practices, which will certainly see improvement as these systems see prevalent application from businesses from different sectors and geographies alike. And to a certain extent, practices which have been promoted by certain stakeholders in a business, but have been vetoed by other stakeholders not in favor of the practice, may be here to stay, as such practices may have demonstrated to bring substantial benefits to the businesses, creating a precedent for the practices to be favored and widely accepted. Remote working and talent acquisition software are these practices, having had significant driving force behind them pre-COVID for their many benefits; and you need to be prepared for these practices to shake up the new post-COVID job market.
The Trend of Remote Work Pre-COVID
Telework, or remote work or telecommuting, is defined by the U.S. Office of Personnel Management as “a work flexibility arrangement under which an employee performs the duties and responsibilities of such employee’s position, and other authorized activities, from an approved worksite other than the location from which the employee would otherwise work”. They also state that “this definition of telework includes what is generally referred to as remote work but does not include any part of work done while on official travel or mobile work”.
Remote work has been gradually growing over the years for multiple reasons. The benefits to realize are mutual for employers and employees, although it can be argued that the benefits it induces for employees are the primary driving force for the consistent increase in remote work, as statistics overwhelmingly suggest that a vast majority of the US labor force which work remotely prefer this model of work. Buffer conducted a study on 2500 remote workers, where they derived various intriguing statistics which can be used to comprehend the sentiments which remote workers hold for remote work, and it is definitely worth the read. Key statistics I would like to source are that 99% of the correspondents would like to work remotely, at least some of the time, for the rest of their careers and that 95% of the correspondents encourage others to work remotely. The participants of the study were also asked about the biggest benefit they realize from working remotely, where the main reasons, listed in order of popularity, were: flexibility (40%), working from any location (30%), time with family (14%) and working from home (13%). Other interesting statistics on remote work have been compiled and sourced by HubSpot.
Well, why is remote work beneficial for employers? For starters, the mere fact that remote work is beneficial for employees, makes remote work beneficial for employers. To elaborate, if remote work is more likely to keep certain employees content and happier with their occupation, it may result in higher morale, which may result in higher productivity and higher employee retention rates. Another key reason can be to cut costs. You can cut costs in two main ways. Firstly, there is less of a need for office spaces and utility supplies, hence the employer can cut costs on renting offices and utility payments. And secondly, remote work makes flexible working hours and freelance employment easier, more productive and more accessible, and creates opportunities for such employment which has the potential to cut overhead costs and allocate time and resources more efficiently.
Lastly, I would like to mention perhaps one of the most key benefits which can truly help transform the company. This benefit is expanding the pool of candidates for talent acquisition. Searching for candidates near your location explicitly can land you a very limited list of candidates, and might force you to make compromises on a hire which you view as suboptimal. For example, if a certain skill or profession is not popular in an area and the candidates for your hire hold severe leverage over negotiations, you can mitigate such compromises by hiring in a completely different location where the leverage is yours. For example, if one of your requirements for a job title is a significant level of proficiency in English, and your offices are located in a location where English is not well professed, you might need to look to other job markets to source a candidate.
An interesting thing to note is how much the employer’s benefit coincides with the employee’s. The flexibility of working hours is a benefit for both ends, as certain people want to adjust their occupation hours according to their lifestyle, and not the other way around, and employers might be looking to add flexibility in their employment to maximize efficiency; the employee’s benefit of finding work from any location coincides with the employer’s as he might be looking to other job markets which possess needed skills, and the employee might be looking at job markets where his skill is demanded; and employers might be looking to cut rental and utility supply expenses, whereas employees might be looking to cut transportation expenses. Although remote work seems to be the perfect mediator for employers and employees, the uncertainty and skepticism which may arise of productivity levels of remote staff, and challenges remote workers may face with the practice (included in the Buffer study) may end up halting telecommuting reaching the heights it has the potential to reach. But this is where COVID-19 comes in. COVID-19 disrupted the consistent, but gradual increase in remote working, by skyrocketing the phenomenon to new heights. Businesses which had a terrible time with the practice may end up discarding it, hurting the upwards trend, but businesses which successfully implemented the practice may end up adopting it outside of the circumstances born by the pandemic. But we have reasons to believe the latter is occurring more than the former.
The Amping of Remote Working during COVID-19
We have now established why remote working may be here to stay. With COVID-19 now disrupting gradual growth of remote working, locked by uncertainties and skepticism, the involuntary adoption of remote working as a means of sustaining business may now either purge employers of their skepticism, or vindicate them; which will either unchain the practice, making it become the new norm, or resume its gradual growth.
Let us look at some interesting data which pinpoint the spike of remote working, and observe some other information which may hint which of the scenarios is most likely to play out.
First, we have a graph exported from Google Trend Analytics, which shows the trend of searches for remote working from 2004 to December of 2020 (Graph 1). The Graph shows a gradual increase in remote working, and a major spike in the March of 2020, with COVI-19 reaching the western world, followed by a decrease in searches — yet having searches way higher than pre-COVID, followed by another spike in searches around November-December, during sudden increases in COVID-19 cases for North America and Europe.
Then, we have a chart which shows the share of the labor force working remotely in May, June, July and August, in which we see the share decreasing, as expected after the spike from the outbreak. This data can be compared to pre-pandemic data, where, according to Flexjobs, in mid-February of 2020, 3.4% of the workforce worked from home, whereas a quarter of the workforce teleworked in August of 2020.
According to Gallup, as of September, 35% of workers want to continue working remotely because of preference, 35% want to return to working in office and 30% want to work remotely because of COVID concerns.
With major companies like Twitter and Facebook announcing that they will continue employing workers remotely, and concerns about workforce productivity depletion being alleviated for some, remote working seems like it is here to stay.
Talent Acquisition Software
Talent Acquisition Software is a solution which complements the increasing presence of remote working. The talent acquisition market is one which has consistently grown over the years, with innovation and competition constantly increasing the standards of the industry and improving user experience. With remote working, there is often not much of a need hiring locally, and conversely, you can hire from specific locations outside of your region. Through hiring only near the location of your offices for remote work you often limit the size of your candidate pool for a job that can be done from the other side of the world, and you may also be restricting yourself financially by paying high salaries for these jobs if the area of your offices has high price levels. With talent acquisition software, you can integrate with multiple online job boards and hire from anywhere in the world. This software, often called Applicant Tracking Systems (ATS), allows you to manage your entire recruitment process within one platform, with the software providing the recruiter with multiple recruitment solutions, such as: data storage for candidates and resumes; features for process creation, such as workflows, email templates and requisitions; candidate communication throughout the process; reports and analytics; filtering, sorting, searching through candidates and features to make candidate management easier; team collaboration; additional practices to enhance recruitment, such as interview scheduling, surveys, referrals, testing and assessment, and employer branding; job posting; and stored feedback, notes and interview scorecards.
If you’re looking for a post-COVID solution to recruitment, and want to keep up with your competitors in this new job market, you need to use HireBee. HireBee is a talent acquisition and candidate relationship management software. It is a startup founded in 2019, that has put direct emphasis on hiring in the post-COVID world. HireBee is going global and helping employers connect with candidates from all parts of the world. Its modernity means that the platform is going to develop accordingly with the effects of COVID-19, with feature requests and suggestions from customers always being discussed and evaluated between the HireBee team, and ways of implementation innovated. Other Applicant Tracking Systems which have built a name for themselves and developed a large customer base pre-COVID will not have their product catered towards post-COVID solution from the ground up. The future of recruitment is here, start a free trial now to get a taste of that future.
Remote Working has taken the labour market by storm. With COVID forcing employers who have the capacity to adopt the practice, but had concerns about the productivity of staff with that model of work, to adopt the practice or disintegrate. Consequently, people are realizing the benefits of remote working, and negative myths about remote working are being busted. It is probable that this will accelerate the normalization of remote working, making it become the new norm post-COVID! But the truth is, not every business succeeds with remote working, and not every business had a positive experience with the practice amid COVID. Although, this is usually due to the lack of experience with the practice, complemented by the absence of relevant technology to bolster team productivity and sustainability. This is therefore why we have put together a comprehensive list of tools for adopting remote working.
GoToMeeting is a video conferencing tool, specialized for businesses. Collaborate with your team remotely with fast and secure connection. With GoToMeeting, you can deliver powerful presentations with up to 3000 attendees, which is great for making announcements or conducting hands-on meetings. Deliver web-based support to employees and customers, and have easy access to your work from anywhere. With an industry-leading 99.95% uptime, GoToMeeting is an extremely reliable video conferencing tool to ensure that you can collaborate and engage with your team anytime from anywhere, with deployments to almost all desktop and mobile platforms.
Hubstaff is an all-in-one work time tracker for managing field or remote teams. Its primary purposes are boosting team productivity, automating team management and identifying money leaks. The software provides solutions for time tracking, productivity monitoring, reporting, GPS tracking, online timesheets and automated payroll. Ensure maximum efficiency for your remote team with Hubstaff. Allocate your time and resources better, understand who is having problems in the team and adopt a transparent process to get your entire remote team on board.
Officevibe is an easy-to-use engagement platform made for busy managers who care as much about their people as performance. Indeed, one problem cited by employees working remotely is disengagement from the team. Well, with Officevibe, you are solving this problem as collaboration and interpretations of the work environment come first, as it provides users with an ongoing 3-step circuit that strengthens any remote team. These three steps are: the provision of an instant safe space, employees describe how they feel and what they need with the Safe Exchange anonymity engine; the standardization of openness, with response to feedback and dissection of survey results, followed by 1-on-1 discussions with team members to get to the heart of any issue together; and collaborative action, with team-based plans being put in motion, then you garner feedback and start the loop again! Surveys, conversation engines, anonymous feedback, top-notch HR advice, invaluable integration and much more to ensure that your remote team feels appreciated and acknowledged with Officevibe!
A lot of emphasis has been put on productivity, but the next two in this list are here to bolster sustainability, which is equally important in the long run!
HireBee is an Applicant Tracking System (ATS), which is talent acquisition software which lets you track applicants on a single platform. HireBee provides users with an intuitive all-in-one recruitment solution — with extensive data storage for resumes and candidate profiles; customized workflows, email templates and requisitions flows for personalized and powerful process creation; automated communication with candidates with email integration, to keep candidates informed on their status throughout the process; powerful reports and analytics; advanced search engines with keyword searches and good filtering/sorting capabilities; collaboration with the hiring team with feedback and interview scoring cards; interview scheduling; employer branding with a customized and visually appealing career page builder; and seamless job posting with hundreds of job board integrations to source candidates according to your needs. Increase the size of your candidate pool with HireBee, to ensure that you’re hiring the best talent available. Thus enhance your remote team with the best talent globally, to improve and sustain the quality of your remote team efficiently.
PayScale is a compensation management software which provides users with extensive salary data. The software helps employers understand the right pay for every position and communicate about compensation. Hiring for remote work also means hiring in locations which you’re not familiar with, with salaries and costs of living in that area being important to determine the salary of remote workers. Companies can choose to use different strategies to determine the salary of the remote worker: whether it is according to the living prices of the area or with the salaries paid to other employees in their business. Both of these have their pros and cons and depend on the company’s talent acquisition approach, but these decisions need to be made with sufficient data and information. Get access to trusted crowdsourced salary data, with 65+ million salary profiles, and 2000+ companies representing 2.5 million employees participating in PayScale’s surveys and access to third party surveys. Get actionable insights with powerful reports and use PayScale with ease. On the whole, accelerate your compensation processes, streamline survey participation, easily activate data and get easy access to data.
In conclusion, we recommend you to use these tools to adopt remote working efficiently and develop a productive and sustainable model. Prepare for the post-pandemic world by equipping your company with the necessary tools to adopt remote working.