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sharminaktersss3435
Apr 02, 2022
In Self Help Forum
Virtual workforces are on the rise across all industries and organizations of all shapes and sizes. In the US alone, nearly 4 million professionals work from home at least half the time. As a top marketing recruiting firm, we've placed many marketing professionals where location doesn't matter. You're competing for top marketing talent that delivers meaningful ROI - how do you find the best marketing talent without any constraints? Finding leading marketing talent may require you to offer relocation options, especially if you are in a smaller market or are looking for specific industry expertise. However, advanced technology is enabling a dispersed workforce more than ever, leaving organizations to wonder if relocation is necessary, or if the benefits of finding a remote workforce are better in comparison. The importance of the digital workspace Do you need the expertise of a remote marketing recruiter? The technology exists where all white-collar workers can work remotely, but it is still relatively rare. What do you need to determine what works best for your company and drive results? How do you determine exactly which structure is best for your organization? Should you have your entire marketing team work remotely, have a distributed team of in-office and remote workers, or have your marketers be onsite every day? To assess the pros and cons of remote workers versus relocation, you must evaluate each department, function, and person on an individual basis. Evaluating how these factors affect your bottom line can help you make industry mailing list decisions about choosing the right option for your business. Talent quality Are there skilled marketers in the position you're looking to fill? If you're located in a city and looking for non-industry specific talent or talent with very rare skills, it shouldn't be difficult to find good marketers in your area. If you don't have enough expertise in your city, or your market is small and difficult to relocate, you may want to expand your options and consider remote options to gain access to a wider range of quality talent. If you work in a specific industry like technology, talent options in your area may be limited. In this case, recruiting remote marketing talent is a smart idea. If the best candidates for a job are spread across an entire state or country, you don't have to settle for a less qualified marketer who happens to be local. Unless you're recruiting for a position that requires in-person attendance, such as a C-level or executive marketing position, you limit your options for attracting and hiring top talent. Instead, you may need to offer a number of relocation options to hire the type of talent your marketing needs. Remote options attract more diverse talent. With a larger talent pool, you'll gain access to a diverse and innovative workforce with diverse perspectives, abilities and opinions that help deliver broader solutions to business challenges. We're increasingly seeing the best in marketing focus on flexibility where and when to work, rather than salary. As marketing recruiters, we know that if you don't want to lose quality talent, you have to be responsive and deliver what they want. Engage and communicate Remote marketers simply can't walk down the hallway and stop at a colleague's desk to ask a brief question. With remote work, your teams certainly have to work harder to communicate with each other and encourage transparency. One of the biggest drawbacks of remote teams is the inability to capture subliminal cues like body language and facial expressions. This is why overcommunication and oversharing by remote workers is so important. Otherwise, assumptions can lead to misunderstandings that can lead to poor team collaboration and decision-making. Fortunately, the influx of collaboration tools like Slack and Zoom has made virtual communication easier.
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