Two of the most important tasks your business faces are talent acquisition and employee retention. This is because the success of your company is going to heavily depend on your ability to bring in the industry’s top talent and keep them engaged.

There are many different ways you can do this. Of course, salary and benefits are still the most important things to job seekers and employees, but there are other factors gaining in prominence. For example, flexibility is now a major concern for most people, and providing employees more freedom can be a great way to make your company a more attractive place to work

One way to offer people this opportunity for flexibility is to expand the amount of time people are allowed to work remotely. More workers are telecommuting than ever before, and jumping in on this trend is a great way to improve your talent management operation.

Here’s why…

Global talent:

By only offering in-office positions, you’re limiting your talent search to the area in which your business operates. If you happen to be located in a major business hub, such as London or New York, then this might not be a big deal, as you’ll have direct access to world-class talent.

But for businesses operating in less-advanced labour markets, you’re going to need to cast a wider net. Designing positions to feature remote work opportunities allows you to recruit people from all over the world, expanding your candidate pool and making it more likely for you to find industry-leading talent and convince them to come work for you. And since people don’t need to relocate for a remote position, you’re even more likely to convince a qualified candidate from afar to join your team.

However, recruiting and managing employees or contractors in other markets can be a challenge. You may want to take some expert advice to help you come up with an effective recruiting strategy that casts as wide a net as possible.

Furthermore, by making use of remote work, you are helping make your workforce more diverse, something that will enrich your company culture and make the workplace more dynamic and exciting. This is the kind of stuff top performers want, so if you can build this into your workplace culture, you’ll stand a better chance of keeping people engaged and employed.

Increased flexibility & work-life balance:

Flexible scheduling and the ability to create a healthy work-life balance are also becoming top concerns for today’s job seekers. People care about the money, of course, but they also care about what their life will look like if they come to work for your company. Providing opportunities for employees to work remotely allows them to better organize their work and personal lives.

But for this to have the intended effect, it’s important to also include a flexible scheduling policy along with your offer for remote work. Telling people they can sign in from their homes but that they need to always be online during certain hours is not providing them with any more tangible flexibility, other than their new ability to work in pyjamas.

It’s best to go all in with flexible work initiatives so that people can take full advantage of this arrangement and see it for the desirable perk it really is, helping to keep your best employees working hard. And if you succeed at communicating to job seekers your commitment to flexibility, then you can leverage this aspect of your working environment into an effective recruiting point, making it easier to attract top performers to your company.

More autonomy:

Lastly, today’s best talent wants to be able to work autonomously. They don’t like, and won’t tolerate, managers who hover over them and micromanage their every move. Instead, to keep these individuals engaged, you need to step back and give them the space they need to realize their full potential.

Remote work naturally lends itself to this type of employee-manager relationship. Since workers aren’t in the office, it’s much more difficult for managers to know what it is they’re doing on a minute-to-minute basis, increasing an employee’s sense of freedom and autonomy. This phenomenon is part of the reason why remote workers tend to be more engaged than in-office employees. This freedom is highly-valued and gives people more incentive to dive into their work.

Final thoughts:

Today’s labour market is competitive. But instead of job seekers competing for few open positions, companies are having to compete for top talent. As a result, you need to do everything you can to make your company attractive to candidates. Remote work is a great way to do this, so consider making it a feature of your open positions to help you improve your talent management efforts.



A note from Triple Three Solutions…

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