Talent Has No Borders

Talent Has No Borders.  Hire Anywhere.  Anytime.

Pre-pandemic to Pandemic

Before the pandemic, The World Economic Forum made an insight report on the future of jobs, indicating that remote workforces would become a trend amongst organizations. This would come with challenges, but the pandemic forced a rapid change.  Pre-pandemic, working from home was viewed with an associated stigma of people who wanted to avoid their responsibilities or use their time ‘working’ to care for children.  As the pandemic forced people to stay indoors and social distance, there was a large overall perception change.

With the rapid advancement of mobile and cloud technology, job functions and organizations can be completed without a local software.  In the early stages of the COVID-19 crisis, working from home jumped from 2% of workers to 42%.  Many of the advances in technology, education, telemedicine, and online services have been accelerated as a result of COVID-19.  One of the long-lasting effects of the current situation will be a shift to more remote workforces, where possible.

Telecommuters are here to stay

Many employees and managers view working with a remote team as an advantage .  For employees, they are enjoying the ability to focus on their work better in a remote work environment as well as allowing for more free time and lower travel expenses for commuting.  For managers, they are seeing productivity increase and like not being restrictive in hiring employees who are in close proximity to a centralized office location.  During easing of restrictions, job postings for telecommuters remained steady.  Companies are now permanently integrating a remote workforce into their business models.  In an article published by the European Journal of Business and Management Research, remote workers are described to be more productive, collaborative, and satisfied with their jobs.  Employers who allow for remote workforces can now attract and retain top talent.  In the article, many leading American companies are cited to have switched to a remote/hybrid model:

“…the COVID-19 pandemic ushered in likely a decade or two worth of change in the way work gets done almost overnight in March 2020. Since then, however, executives of these leading companies have reached basically the same conclusion.  This is the unmistakable fact that remote, and hybrid work not only works better today for their workers, it works better for their organizations” (The Black Swan of the Coronavirus and How American Organizations have Adapted to the New Works of Remote Work, p.14-15).

Remote/Hybrid Workforces

One of the advantages that remote managers enjoyed was not being restricted to a pool of talent that is local.  With the options of telecommuters, there is a much larger opportunity to attract the best fit for your business.  The possibilities with attracting and retaining talent on a national level open new doors for business owners.  The obstacles that previously prevented organizations from expanding in this way are rapidly fading.

Talent acquisition is a difficult task in any industry.  Before the pandemic and the embracing of work-from-home models, employees were more restricted to local employment opportunities as well.  Now, with the possibilities growing to be able to telecommute, employees can make significant quality of life decisions, like being closer to family, while still being able to keep a position that they enjoy.  Employees who are able to work from home are able to improve their work-life balance, be less stressed, and more focused.  Employers stand to benefit as well by embracing their employees working from home.  Employers can save money from having less turnover, reduced office space, and less absenteeism.

Now employers are in a unique position to be able to hire and retain the best talent to complement their business.

Embracing Solutions

One of the challenges that business owners face when hiring on a national level are the unique state requirements for hiring, HR, and the tedious back-office tasks.  Health Benefits networks, Workers’ Compensation restrictions, and the number of accounts needed to pay employees who reside in other states can feel like a daunting hurdle.  To hire employees in different states, there are many boxes to check to make sure you are legally compliant. For example, according to Minnesota Employment and Economic Development, there are 19 steps to take when hiring an employee in Minnesota.

“ESSG gives us the flexibility to do business across the U.S., without having to incur the costs and administrative burden of maintaining active status in states during times when we are not actively working in those states”.   -VP of Operations, Midwest.

Embracing a unique model that allows you to run your day-to-day operations without interference, while still giving you the flexibility to be able to attract and keep top talent nationally is a great solution.  At Employer Solutions Staffing Group, we are licensed, compliant, and covered.  We reduce liabilities and deliver innovative and comprehensive “back office” business solutions to simplify and streamline your employment processes.  We are licensed in all 50 states, Puerto Rico and the US Virgin Islands.  Our business and software solutions facilitate your talent acquisition management, hiring remote employees, and ensures local and federal compliance.  Give us a call, we would love to hear from you!  Talent has no borders.  Hire Anywhere.  Anytime.