How does the RPO process translate to remote work?

Since 2015, remote work setups have increased by 140 percent, peaking at the start of the pandemic and increasingly steadily. It was only at the beginning of this year that the trend began to slow down, with office attendance hitting 50 per cent for the first time since 2020.

But what your office looks may depend on what part of the country you’re in. In tech-centric San Jose, California, office occupancy is still only around 41 per cent.

There’s no question that how we work has changed and, with it, hiring looks different than it did in 2019.

In many ways, the RPO process was designed for such a time as this, and demand is soaring.

According to Grand View Research, the RPO market size pre-pandemic was valued at $5.48 billion USD, and it’s expected to grow at a compound annual growth rate of 17.4 percent between 2020 to 2027.

Why? Because RPO and remote work is the right combination, allowing employers to meet candidates exactly where they are.

What hiring manager wouldn’t want to access the largest possible number of candidates without having to account for geographical barriers, travel time and expenses?

RPO is a process built to do just that, while screening applicant qualifications with data-based precision.

If we’re honest, traditional hiring now looks clunky by comparison.

Here’s why:

It’s slower and more exclusive.

First, traditional hiring is almost always slower and more exclusive, leaving out swathes of potential candidates simply because they do not subscribe to the hand full of job sites you use, or can’t make it to your job fair. Applicants now expect the hiring process to commensurate with the flexibility of the job.

RPO is a process that relies on a dedicated team of experienced recruiters, along with tools like AI scheduling and screening to provide the flexibility needed to source many qualified candidates. It’s also customizable and can be scaled to meet the changing needs of your business.

It hasn’t been adapted for remote work.

Second, different managers may have different approaches to presenting job requirements and expectations at the onset of employment.

Information or key objectives can get lost in the delivery when people aren’t onsite to absorb nuanced conversation (some experts say 70 percent of communication is non-verbal).

It’s not surprising then that in a survey of remote employees, 32 percent cited a lack of clarity and “crossed wires” between management and supervisors as a main source of frustration.

Miscommunication happens when the onboarding process hasn’t been adapted for remote work; that requires insight, planning and experience.

RPO offers years of expertise in onboarding remote candidates, along with a streamlined and uniform hiring process that prioritizes clarity, from pre-screening to contract negotiations.

The key?

Make sure you’re crystal clear with your RPO provider.

Here’s some things to discuss with your RPO provider to ensure the best remote candidates, and an onboarding process that helps set them up for long-term success:

  • job expectations, including daily responsibilities and availability
  • company culture and values
  • brand insight and reputation
  • key performance indicators and compensation
  • start date, vacation and time-off protocols
  • chain of reporting

When it comes to hiring remote staff, RPO’s got this! Start by booking a free, no-obligation consultation.