Top 5 Opportunities for your Remote Hiring Program

Welcome to the recruitment hackers podcast. A show about innovations, technology and leaders in the recruitment industry. Brought to you by Talkpush the leading recruitment automation platform.

Max: Hello. Today we've got a real treat. On the recruitment hackers with a presentation from Jennifer Terry Tharp, who is VP of strategic initiatives at Joveo and previously in charge of talent acquisition for AT&T globally, and for recruitment marketing there. She'll be presenting the opportunities for your remote hiring program with key insights in this hot area. Enjoy it.

Jenn: Thank you so much for the kind introduction and thank you everybody for your time here today. I would like to share with you that, you know, I'm not the be all - end all, but there are some opportunities in your role in the talent acquisition process. You can maybe take action!

So first a bit about myself, like Max said, I'm currently the VP of strategic initiative at Joveo, which is a programmatic job platform. And I'm going to talk just a little bit about that during the presentation. Before, I worked 20 years ahead of EA and employer branding, and also did some HR Tech works and diversity work at AT&T. I am a lover of board games, really bad reality TV and a huge college football fan. So if you connect with me on LinkedIn, you will hear lots more about all of those things.

To get started. I wanted to start with employer brand, right? The handshake that we have with our candidate. So anybody who has worked in employer brand knows that we always struggle with: how to be true to yourself and to your brand?

And this is no different, right? A remote hiring initiative or moving to more of a remote workforce really still requires you to be you. If you're a more formal company, you need to probably show that, even in your remote workforce view. Right? So I hear a lot. I've worked remotely for probably 15 of the last 20 years and I hear all the time from friends.

Oh my gosh. It must be so nice to wear your pajamas for work. And I'm sitting there thinking, are you kidding me? I work for AT&T, I don't wear my pajamas to work. Right? Like I wear a jacket or a scarf or some nice jewelry. And so really one of the biggest things if you're an employer branding that you can take away from globalization and the work from home trend as it is evolving. Is to show what remote work is like for your company!

This is really your time to set mutual expectations. If the candidate is looking for that environment where it's really okay that they'd be on the beach while they're working remote. Like show that! But the reality is, if you're a more conservative company and working remote work looks like working from a home office, like I am today, it's really a good time to show that too. And some of the best ways to better show that is with actual employees. Do things like showing virtual offices, take tours that sort of stuff.

The next thing is marketing. And this is really a big opportunity, but also a red. Right? So if you're going for having varying locations with specific talent pools, globalazing, and working from home, and having the opportunity to sort of spread your wings a little bit further, it allows you to expand your job search. If you're no longer reliant on hiring in Silicon Valley and you can hire anywhere, you can expand your job!

One of the things that becomes difficult in that for an employer is the thought of, well, I just have one job requisition. So where do I put that job requisition? Right? It's like a real tactical, but a real life problem. And the reality is with technology like Joveo or programmatics I've ever taken in general, you can take that single job and expand it to a multitude of locations where that talent pool might be richer or your cost to employee might be lower.

The other thing to be thoughtful with your marketing is, particularly if you're in an industry where a portion, let’s say, your corporate office, are going to move virtual, but you really still have sort of your point on sale employees. People that work in retail stores or maybe in a hospital or a lab. Really, you don't have the opportunity to globaliz! Right? They need to be where the people are. And so it's part of your marketing initiatives, and is also part of your employment branding.

Keep in mind what your message says to those people that are still having to work in a location specific environment. And again, programmatic job advertising hits the right targets - to the right talent. So if they're local or if you have the opportunity to expand, you can do all that with one click, without having to open multiple job offers.

The next area is interviews, you know, so this is when it's really interesting for me because in my time at AT&T I had a real position on this. And that was that you needed to lead with candidate experience, ...