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Attracting talent in the age of remote work

There’s no question that making the change to digital recruitment saves time and money, but what does a digitalised process say to your candidates? For jobseekers in today's remote-working world, an intuitive, self-service approach to hiring hints that you have embraced technology and flexible working conditions. With this in mind, the question becomes: is this hint a promise you can fulfil?


For job seekers who have either worked or looked for work through the rollercoaster that was 2020, digitalised recruitment is part of a bigger shift in the job market – one that makes them a new kind of consumer. Huge movement of workers due to downturns in some industries and growth in others has meant that companies are competing more fiercely – and over greater distances – than ever before to find and hire top talent, and desirable, highly-skilled candidates know it. Their priority is to find out what gives your company the edge over others they may be considering.

If the lockdowns of 2020 taught workers anything, it was whether or not their employers were prepared to move online. Those who didn't handle the transition well, and have yet to show that they're improving things, are at risk of losing staff to organisations that rose to the challenge. Add to this the time people spend fulfilling their every whim and need via connected devices, it makes a lot of sense that this desire to manage tasks quickly, via intuitive technology, spills over into the workplace. Today's workforce know remote interaction can be done, and done well. From app-based doctor’s appointments to grocery ordering and shared transport, people have already made the transition to digital solutions in every other aspect of life.

According to a global study by MIT SMR and Deloitte, more than 80% of employees want to work for digitally enabled companies and digital leaders. So, when the recruitment process for a new job, from applying through to signing the contract, is done online, it can set up an expectation of what daily life in the actual job will be like – namely, that your company is a digital leader. Following through on this expectation will help cement your new employee’s impression of having joined a modern, forward-thinking company.

“A streamlined end-to-end digital recruitment process sends out a clear message to applicants that your organisation is comfortable with digital and has a culture of innovation and excellence, making you more attractive to the best talent.”

Your Guide to Digital Recruitment, Onboarding and Offboarding

Remote onboarding introduces new challenges to many industries, especially those used to working face-to-face. But if you’re concerned that leaving your new hire to manage their own onboarding would make them feel alone, think again. Offering self-service tools to complete routine onboarding tasks not only reinforces the impression of a digitalised workplace, it puts the employee in control of their work from day one. This then frees up time that everyone involved can spend on the more social and cultural aspects of welcoming a new employee – and these are the parts your employee will come to remember and talk about in the future.

When day one leaves your new employee feeling in control, valued, and warmly welcomed, even if you can't be in the same room, it’s a lot easier for them to imagine a long-term, fulfilling career with you.

If you’re interested in learning more about how digital processes can help attract and retain talent, download our e-book, Your Guide to Digital Recruitment, Onboarding and Offboarding.


Hope Mears Østgaard

Hope Mears Østgaard, 26 March 2021

Hope Mears Østgaard is Senior Vice President Marketing at CatalystOne. She loves tech marketing and has over the course of her career built the marketing teams for successful growth of several SaaS companies. She is a passionate leader, tech advocate and communicator.

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