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From Recruitment to Retention: How HR Can Support Remote Employees at Every Stage

The COVID-19 pandemic has brought about a significant shift in the way companies operate. With the need for social distancing and remote work, companies have had to adapt quickly to ensure business continuity. As a result, remote work has become the new normal for many organizations. According to a survey by Gartner, 88% of organizations worldwide have encouraged or required their employees to work from home due to the pandemic. This shift to remote work has brought about new challenges for HR leaders, particularly in the areas of recruitment and retention.

In this blog post, we’ll explore the challenges of remote recruitment and retention and provide actionable tips for HR leaders to ensure they’re supporting their remote employees at every stage of their employment journey.

Challenges of Remote Recruitment

Recruiting remote employees can be challenging, particularly if your company is new to remote work. Here are some of the challenges HR leaders may face:

  1. Limited Pool of Candidates: When recruiting for remote positions, you’re not limited by geography, but you may be limited by the number of candidates with the necessary skills and experience who are willing to work remotely.
  2. Difficulty Assessing Candidates: It can be challenging to assess a candidate’s fit for a remote position through traditional recruitment methods. You may not be able to get a sense of their work style, communication skills, or ability to work independently.
  3. Increased Competition: With the rise of remote work, there is increased competition for remote talent. Companies that were previously limited by geography are now competing with organizations worldwide for top talent.

Tips for Remote Recruitment

To ensure you’re attracting the right candidates for remote positions, here are some tips for HR leaders:

  1. Be Clear About Job Requirements: Remote work requires a different set of skills than in-office work. Make sure you’re clear about what you’re looking for in a remote employee, including their ability to work independently, their communication skills, and their technical proficiency.
  2. Use Remote-Specific Job Boards: Job boards like and WeWorkRemotely are great places to find remote candidates. These sites attract candidates who are specifically looking for remote work, so you’re more likely to find qualified candidates.
  3. Conduct Virtual Interviews: Since you won’t be meeting candidates in person, it’s important to conduct virtual interviews to get a sense of their personality and work style. Use video conferencing tools like Zoom or Skype to conduct interviews.

Challenges of Remote Retention

Once you’ve hired your remote employees, it’s important to focus on retention. Here are some of the challenges HR leaders may face when it comes to retaining remote employees:

  1. Isolation: Remote employees can feel isolated and disconnected from their colleagues and the company culture.
  2. Lack of Support: Remote employees may feel that they don’t receive the same level of support as in-office employees, particularly when it comes to career development and training.
  3. Communication Challenges: Communication can be a challenge for remote employees, particularly when it comes to collaborating with colleagues in different time zones or on different schedules.

Tips for Remote Retention

To ensure your remote employees feel supported and engaged, here are some tips for HR leaders:

  1. Set Clear Expectations: Remote employees need to know what’s expected of them. Be clear about their job responsibilities, deadlines, and communication expectations.
  2. Provide the Right Tools: Remote employees need access to the right tools to do their job effectively. This includes communication tools like Slack or Microsoft Teams, project management tools like Trello or Asana, and video conferencing tools like Zoom or Skype.
  3. Foster a Sense of Community: Remote employees can feel isolated, so it’s important to foster a sense of community. This can include virtual team-building activities, regular check-ins, and virtual happy hours.
  4. Offer Professional Development Opportunities: Remote employees need opportunities for professional development just like in-office employees. Consider offering virtual training sessions or online courses to help your remote employees develop new skills.
  5. Recognize and Reward Good Work: Remote employees need to feel valued and recognized for their contributions. Make sure you’re regularly recognizing and rewarding good work, whether it’s through bonuses, promotions, or public recognition.


Remote work is here to stay, and HR leaders need to adapt their recruitment and retention strategies to support remote employees at every stage. By setting clear expectations, providing the right tools, fostering a sense of community, offering professional development opportunities, and recognizing and rewarding good work, you can ensure your remote employees feel supported and engaged. As remote work continues to become more prevalent, it’s important for HR leaders to stay up-to-date on best practices and continue to evolve their strategies to meet the needs of their remote workforce.

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