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Strategies for Recruitment and Retention of Remote Employees

The acceleration of remote work with the onset and spread of COVID-19 has led to more people and organizations realizing the advantages of remote work over their challenges even in less ideal environments. The employees enjoy the benefits of not commuting to work, the flexibility to work from anywhere, and more time for social and domestic life. On the other hand, employers that hire remote employees save more on real estate expenditures, utility and supply costs, and unscheduled absences.

However, the savings acquired by remote employers can quickly be turned into loss in the event of high turnover, which can cost 16% to 213% of the employee’s salary. High employee turnover is costly, time-consuming, and can destroy morale.

What Causes High Employee Turnover?

Employee retention is one of the biggest challenges facing business owners. High turnover is taxing, and it costs a lot to hire an employee. On top of salary expenses, there are benefits to be paid and costs associated with recruiting and onboarding. Your reputation could be tarnished, with people assuming your organization is a terrible place to work.

There are many reasons why someone could leave your organization. Some of the reasons are outlined below:

Poor workplace culture

A workplace that is exclusive to the diversity of employees creates a toxic environment that leads to high turnover. The company culture should support every employee and bring to the team rather than sabotaging morale and actively driving top talents away.

Lack of purpose or goals

Employees want to be committed to a professional course with meaningful goals. Common or shared goals within remote teams enhance work motivation, leading to competitive but cohesive teams, increasing productivity. Lack of common goals within the company’s organizational structure prompts employees to seek a team to find it.


Too much work leads to stress which can cause ill-feeling, depression, absenteeism, and even burnout among employees. Overworking is the most common reason for employee turnover in many companies. Employees should only work within the allocated business hours, not exceeding 55 hours per week.

Lack of challenging tasks

Lack of challenging tasks or engaging in work that doesn’t challenge your capabilities leads to boredom, resulting in employee turnover. Boredom among employees can be caused when they feel their skills are underused or lack exposure to more challenging aspects of their job descriptions.

Bad management

The management of the company determines if the employees will leave or stay. Often, people leave their positions in companies because of bad management. It is believed that employees who don’t trust their managers are more likely to leave their jobs.

Preventing high turnover is mostly about recruiting the right people and communicating with employees. Communication will help you recognize loopholes and common threads and create an environment that will make employees want to stay.

Strategies for Efficient Recruitment and Retention of Remote Employees

Recruit the right people

Have a quality recruitment plan that outlines the desirable top employee traits to help you hire the right people. For starters, organizations should hire remote employees that are a good fit within the existing team and vision of the company while possessing a growth mindset rather than a fixed mindset. This means that the employee has a great work ethic and thus will learn more and pitch in for projects where need be.

Use a standardized onboarding process

According to the research on employee turnover, 20% of employee turnover happens in the first 45 days, and nearly 33% of employees look for a new job within six months of being hired. This is why the first few weeks of the new employee do matter. New jobs come with anxieties and the pressure to impress and be productive on the one hand, and on the other hand, the new employees are not familiar with the new company’s culture. Without a proper onboarding process, the new employees may not engage effectively with the rest of the company, especially in remote teams. The onboarding process should be inclusive and customized to the employee’s job description.

The biggest mistakes that remote teams make when building a new onboarding process include:

  • Relying on strategies that work better in person
  • Trying to make it work with a person who isn’t suited for remote work
  • Leaving company culture to develop itself

Develop a Healthy Remote Team Culture

A healthy workplace culture gives a platform for high employee engagement, increased productivity, manageable stress, and high employee retention. While remote teams face challenges that include a lack of spontaneous chat opportunities like in physical workplaces, remote team managers should find ways to create inclusive work environments that encourage open communication, recognize achievements, and engage in team-building activities.

Invest in your remote team

If you want a remote team of A-players, invest in them by providing coaching opportunities and platforms for growth to make them effective in their execution of the tasks. For instance, you can establish leadership programs for employers who want to venture into leadership roles. An excellent remote team will need to be coached to develop into reliable employees.

Investing in remote employees also ensures employers can communicate and motivate their employees, thereby eliminating the chances of feeling disconnected from the company. While hiring, look out for employees who are self-driven in their pursuit to accomplish professional tasks. Once you have employed them, reach out often and find out how each team member has stayed motivated professionally and personally.

If the employees are well mentored, made aware of their expectations, and feel like part of the company, they will value their services to the company, thus increasing employee retention.

Transparent communication

Everyone values transparent communication, and remote workers are no different. For starters, talk with your remote team about the schedule and the time they prefer to work. While considering candidates for hire in a remote team, keep in mind the company’s culture and just how diverse you want your remote team. Also, look into their collaborative skills and openness to collaborate and their history. Remember that an effective remote team should comprise employees who can collaborate.

Generally, communication will ensure you get the right candidate for the team, and once employed, the candidate is delivering as per the job description and the company’s culture.

Finding the best strategy to recruit and retain reliable global remote employees can be challenging if you don’t have an effective strategy or reliable employer of records. The best way to hire remote employees is by partnering with an Employer of Record like Skuad to help you build and manage remote global teams while dealing with compliances and taxes.

Skuad’s Global HR Platform enables organizations to hire remote employees, pay employees and contractors, and ensure the organization remains compliant with the employment laws and tax regulations.

To know more about Skuad, book a demo today.



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