Employer Guide: 5 Ways To Offer "Remote Work"
Offering remote work can drastically improve employers’ ability to hire world-class staff. In these talent-short times, we explore 5 practical ways that businesses can take advantage of the remote working trend.
Remote or flexible working is increasingly popular these days. In our recent Ambitions survey, we found that ‘remote working’ featured high on the list important factors candidates look for in a role. In fact, coming in at number 4 (and just behind the related concept of ‘work life balance’) it’s important for 24% of candidates. Interestingly, when asked what type of remote working role they’d look for, nearly half of all respondents said they’d prefer a role that was full-time remote.
For businesses, the advantages of hiring remote workers are numerous; access to a wider pool of skills, reduction in office overheads, and (hopefully) a happier and more productive workforce.
One of the biggest advantages, though, is the revelatory effects that hiring remote workers can have on talent acquisition. Hiring remote staff in iGaming or other high-demand industries can be challenging. Offering remote work is a hiring tactic which can drastically impact fill rates, overnight.
Of course, there are risks to remote working too: workers may feel isolated, and without the proper communication channels and remote working policies, decision-making and productivity could be hindered.
So, it’s important that businesses get it right. But where to start? It’s not all about diving in at the remote work deep end. There are many ways to offer remote work options, giving employers the chance to ‘dip a toe in the water’ to see if it benefits all involved.
Here are 5 different ways to offer remote working. Which one best suits your business?
01 Allowing staff to work from home
Better described as ‘flexible working’ or ‘remote friendly’, this option allows staff to work from home on a regular basis – either ad hoc should they have a doctors appointment or childcare responsibilities to attend to, or putting in a day or two from home every week. Done right, this can be the best of both worlds – offering staff a better work-life balance but retaining the social aspect and camaraderie of the office. However, if only some staff work from home some of the time, issues can arise, like poor home office setup, or uncertainty on the rules. To mitigate these, make sure your working from home policy is clear with all staff, and that people have the means to contribute when working from home (eg, having the facility to dial into meetings).
02 Option to work out of any satellite office
In line with the increase in flexible working practices, some employers are using hot-desk policies across multiple offices to both save money on overheads and give employees more flexibility in where they work. This way, people might be based from one site, but have the freedom to work out of other sites should they be in the area due to client travel, internal meetings or simply proximity to their home. Although this policy allows flexibility and better work life balance, hot-desking does risk the office losing its sense of community, instead turning into transient spaces where staff come and go.
03 Fully remote, but local enough for occasional contact
Some contracts are now offered as fully remote but reporting into someone who is office-based. This might include ‘on the road’ jobs such as field-based sales or customer support, or simply for employees that live far from headquarters and would rather be based from a home office. In this scenario, these workers generally have flexibility around their own schedules, but regularly check in with teammates in the office – for example for a monthly company meeting – to ensure they don’t feel isolated.
04 Fully remote, anywhere in the world
If communications technology can enable effective remote work, there’s no reason why people or whole teams can’t be hired from anywhere in the world. As well as reducing office overheads and a wider talent pool, it can have the benefit of reducing labour costs, especially if hiring from jurisdictions where salaries and the cost of living is lower. Companies opting for this option need to make sure they adhere to appropriate employment laws, and ensure staff can effectively contribute to the team, for example through a face to face induction meeting.
05 Entirely decentralised company
Finally, taking remote working to it’s logical extreme, you have organisations that are entirely decentralised, with no company HQ, no office space, just a team of people connected through email, phone, videoconferencing, IM, and other collaboration software. Done in the right way, this can be a great way to scale a business, and you also lose the risk of tension between office-based and remote staff – after all, everyone is in the same boat. Companies such as web development firm Automatic have operated this model, but it’s not for everyone: you’ll need to make extra effort to foster collaboration, and hire carefully for people that thrive in this environment.
Are you thinking of hiring staff remotely or in new geographies? With offices across Europe and an international network of candidates in the igaming, digital and tech industries, Pentasia can help. Contact us today for a further discussion.