Make remote work work for you with these 4 steps

Jo-ann Huang
Jo-ann Huang
September 13, 2021

Remote work is here to stay.

With Covid-19 making remote working the de facto arrangement, the opportunities to hire from a more diverse and skilled global talent market are flooding in.

Furthermore, tech talent shortages in major cities such as Hong Kong and Singapore are pushing companies to hire from overseas.

But before employers make the jump into remote hiring, there are a number of factors to consider.

In our webinar Future of Hiring: Talent Deep Dive – Market Specialisation held on 16 September 2021, we explored these factors. 

Guest speakers touched on topics such as:

  • Knowledge of the skill sets and localised trends in Taiwan, Vietnam, and Indonesia
  • Deeper understanding and appreciation of the regional talent landscape
  • How to nurture and attract top talents
  • Key insights from business leaders on successfully building remote teams

Here are 4 key takeaways on how to get the best out of your remote teams.

1. Narrow down the types of skills required 

Indonesia, Vietnam and Taiwan are some of the more popular markets for remote work.

While these countries have a large yet skilled talent pool, their skills on offer differ widely,

For example, Indonesian tech talent specialise in frontend and backend development.

The Taiwanese pride themselves on their blockchain and artificial intelligence knowledge.

Do make a list of the type of skills you will need and in what capacities.

As your company grows, your remote work needs will change.

Some core skills such as web development and software engineering are essential in growth stages and beyond.

It is not entirely necessary to hire full-timers only – some roles are more suited to part-timers or freelancers.

Again, your remote team’s combined skillset is largely dependent on what your hiring needs are.

Once you have a clear understanding of the skills you require, then it is time to look at talent pools.

2. Consider factors such as time differences, language abilities and work cultures

If your working style is very dynamic and on-the-go, hiring teams from Europe or the United States may not be a smart choice if you are based in Asia.

The 12-hour time difference between both regions don’t make business sense in your remote work strategy.

Try to hire from a location with a shorter time difference – the shorter, the better.

For instance, most of Indonesia’s tech talent pool is concentrated in Jakarta and Batam.

Jakarta is just an hour behind Singapore, while Batam is in the same time zone.

The short time differences will come in handy when you are making in-frequent visits to your remote team post-Covid.

Work cultures and language abilities are also key in hiring a remote team.

For example, English is not the first language in many remote talent markets.

And if you are the type who prefers to get straight to the point, note that some cultures prefer non-confrontational communication.

These are factors you need to consider when it comes to remote work.

Oftentimes, navigating cultural and language barriers can be an endless process, according to some employers.

Related: How a Singapore-based digital concierge staffed its offshore tech team

3. Plan a talent pipeline

Employers should take a proactive approach when mapping out their hiring needs.

So they won’t be caught off guard and hire just about anyone out of desperation.

That’s why it is important to have a ready pool of potential candidates when positions become available.

One way to grow this pool is through employer branding, which is key in any talent acquisition strategy.

You want to be known as an expert in your field, so ramp up your LinkedIn presence and other social media pages with thought leadership content.

Having a talent pipeline will go a long way in assembling a cohesive and productive team with the right cultural fit.

4. Ensure you have sufficient time to engage your remote team 

Recruiting and training new staff can be costly and time-consuming. 

Hence, it is in a company’s interests to achieve a low attrition rate.

But doing so requires an investment in your teams.

This applies to your full-time remote teams, too.

They should be seen and treated as part of the company, despite the physical distance.

While remote teams are affordable in the long-run, they require more time and effort in terms of engagement.

Employers should schedule regular stand-ins and informal sessions to check in on their staff’s progress and well-being.

Remote staff should be encouraged to speak up even if it’s not in their nature or culture to do so, so any differences or issues can be resolved quickly.

As an employer, you also need to make sure that you have sufficient time to bond with your remote teams. 

It could be weekly check-ins, as well as informal sessions, and could be something fun like virtual games or virtual movie sessions.

This will help in ensuring that their needs are met and to traverse cultural divides, both of which contribute to staff productivity.

Employers should note that there isn’t a one-size-fits-all approach when it comes to their remote work plans.

But these four steps should give you a clearer picture on what to expect for your remote hiring journey.

Watch this webinar on-demand now!

This article is brought to you by Glints for Employers, the trusted partner of global startups and enterprises for talent recruitment and management in Southeast Asia and Taiwan. Half the time, half the cost – our expert, tech-enabled team of recruiters will help match you with skilled candidates locally and across the region, and onboard new remote talents to your business quickly and affordably.

Discover our full range of hiring services and start building great teams and capabilities today.

Book a free consultation!

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