The pandemic has significantly influenced a change in the way we work and employers are beginning to recognise the many benefits that remote roles and flexible working bring. Reports of increases in profitability, productivity, engagement, and retention, the number of work-from home-jobs has significantly increased and employers have recognised the desire for flexibility in the current climate. Having worked with clients in all sectors, Spotlight Recruitment can support the hiring process for remote marketing roles and here are our top tips for maximum impact.
Advertise your marketing role correctly
When you post your new vacancy, be transparent about what you’re looking for. Research shows that jobs with clear flexible working options, attract up to 30% more applicants than those that did not. So, whether the position is fully remote, temporarily remote, or flexible, you need to ensure that this is correctly advertised in your job post. A great way to attract candidate attention, is to provide as much information as possible and to explain why the position is remote and what company culture looks like in this instance. What works for one, won’t always work for others, so let candidates apply based on your office’s remote work policy.
To ensure that you are as clear as possible about the requirements for your role, we have put together 3 distinctions between remote jobs, temporarily remote jobs, and flexible working opportunities, because after all, the numerous options available are become slightly confusing!
- Fully remote jobs
Remote working has increased by 80% over the past two decades and it is certainly here to stay! So, with many candidates now seeking only fully remote jobs, it is crucial that you correctly advertise your roles. When posting a fully remote job, post the location as remote and explain that you will not be required to work in an office space nor be expected to return to the office. You must be 100% clear in your advertisement that this is a permanently remote role.
- Temporarily remote jobs
Due to the pandemic and lockdown restrictions, companies were advised to pack up their offices and work from home. Whilst restrictions remain in place, many employers will have to make temporarily remote hires that will return to the office full-time or in a hybrid role when safe to do so. If you’re advertising temporary work from home jobs, then it is key that you do not advertise this as a remote role but rather under the location that the candidate will be expected to work at. Posting the job as remote is set to mislead candidates who are looking for permanently remote roles.
- Work from home flexibility
Many employers now offer hybrid working where employees can work from home for a percentage of the week and then return to the office for the rest. This allows collaboration in the office but also the flexibility of some working from home, many employers opt for this as the favourable option. If advertising a hybrid role, the location should be where the office is based but explain that you do provide flexible working. It is key that you are specific about what is expected of the candidate and what work from home options are available.
Hiring the right candidate for any role is critical and if you are looking to make a remote marketing, digital or communications hire, then Spotlight can help!
NICOLA MONGON is the MD of Spotlight Recruitment, specialists in marketing, digital, and communications recruitment since 2008. Read our 5* Google reviews from candidates and clients to find out more. If you would like to discuss hiring or find out more about us, you can reach Spotlight at 020 3008 4254 or email@example.com