Have you considered remote marketing staffing lately? More businesses across industries and sizes are realizing the benefits that remote working has to offer. Last year saw a 26% increase in open marketing job postings and 83% of hiring managers said telecommuting would be “more prevalent in the next five years.”
The Right Candidate Isn’t Always In Your Area
Even with this increase in adoption, managing employees that are scattered across the country — or globe — can be a challenge. Instead of walking over to an employee’s desk to hash out an idea or talk through a project, teams communicate via instant messaging, phone or videoconferencing. This can seem like a deterrent for some companies, but it shouldn’t be. For marketing in particular, marketing contract staffing roles often make excellent candidates for remote work.
45% of remote workers sleep better, 35% exercise more and 42% have healthier diets. 53%of respondents also claim that remote working reduces stress.
For companies looking to hire marketers, expanding the search beyond office geography can bring in quality candidates that otherwise would have been overlooked. If the best contract marketing talent for the job lives in Boston, but the company is headquartered in San Francisco, the solution shouldn’t be hiring a local candidate who won’t be able to do the job as well. Most business owners would agree that the job should go to the most qualified person, yet they fear that hiring remote employees results in a lack of communication and collaboration.
Making it Work With Great Technology and Management
With the right combination of tools and communication policies, any company can implement a successful work-from-home program. Here are a few basic best practices to get the most out of a remote workforce:
- Use an instant messenger: Simply because everybody isn’t at work doesn’t mean communication must degrade. Talking by instant message is a great method to gain fast improvements or ask questions during the day, which negates the requirement to hold conferences that occupy more time than required.
- Encourage videoconferencing: This can be one of many tougher behaviors to have used to, but one of the most appropriate. While conference or not every discussion has to happen via video, it’s important that workers observe the other person to time from time. It will help promote closer relationships between teams. And with free alternatives out there, including Google and Skype, the price is right.
- Create face-time priorities: Even though groups are continually collaborating with the support of tools, bring everyone together periodically. Regular onsite conferences build camaraderie, which will be critical for keeping overall employee satisfaction and promote group bonding.
- Give a definite view of project development to everyone: Cloud-based project management tools, such as Basecamp, give a central area for position updates so everybody can instantly see where things stand. Professionals may use these tools communicate updates to assign duties and monitor progress. These resources also help lessen email disorganization, which means less time lost on searching through records to get discussions or files.