Datapeople’s 4 Tips for Organizations Looking to Hire Remote Workers

New York-based recruiting analytics company Datapeople has analyzed millions of job posts from thousands of companies. Here’s the company’s take on hiring for remote workers in what is becoming an increasingly remote work-based job market.

“Remote working is trending up as the views and desires of modern workers continue to evolve,” says Charlie Smith, Datapeople’s content lead. “While some companies have waited to move towards remote work, pressure to do so is mounting. Virtually all companies now find themselves in need of remote hiring skills.”

According to Datapeople, hiring teams don’t have to change their approach dramatically to accommodate remote hiring. They do, however, have to tweak their processes in a couple ways and tailor their job descriptions for remote workers.

First, hiring teams should add a city and state for the location of the job but also add ‘or remote’ to the location. There are two reasons for this. One, job seekers search by city and state. Two, job boards use the city and state candidates enter to find results. Candidates rarely find jobs that don’t have a location. In fact, jobs with a valid city and state appear in searches 10 times more than ones without, according to Datapeople.

Second, companies need to discuss remote hiring in the job description so that job seekers are clear on the nature of the role. They should list where exactly the employee will work, what days, what hours, and how often the company expects them to travel.

Third, hiring teams should list their open jobs on remote job boards. Not all sourcing platforms tailor to remote candidates. Some job boards show posts that have the word ‘remote’ in either the location field or anywhere in the body of the job description. Indeed works that way, and LinkedIn now has ‘remote’ search functionality. But if not, recruiters can use job boards like FlexJobs aimed specifically at candidates looking for remote work.

Fourth, organizations should track their results, regardless of the approach. Keeping an eye on their talent pipeline can help them understand how well or poorly their hiring efforts are going. According to Datapeople, this is particularly important when they are trying out new strategies like transitioning certain roles from onsite to remote.


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