Attract More Remote Workers with These 7 Recruitment Marketing Strategies


Attract More Remote Workers with These 7 Recruitment Marketing Strategies

female employee drafting a recruitment marketing strategy for remote workers

With the gradual shift towards remote-first and hybrid work arrangements, hiring the best remote staff is imperative for many organizations. If you want to attract more of the right kind of candidates to your business, consider using recruitment marketing strategies targeted to those who want to work remotely.

As with any marketing strategy, this requires you to identify your niche and target market. In this case, remote workers usually have different aims and temperaments than onsite workers. Recognizing these differences is crucial in tailoring your marketing strategy.

Here are seven helpful recruitment marketing strategies that remote work candidates will find attractive.

7 Recruitment Marketing Strategies to Attract More Remote Workers

These tips are essentially standard recruiting procedures. However, tailoring them for remote workers entails changing the messaging and using the right channels.

1. Go where they are

People look for job opportunities in various places. Online job boards and groups on social media platforms like Facebook and Twitter are some of the popular places to look for work. 

Online job search forums are great places to look for remote workers as they are likely already used to the digital space. However, with many unscrupulous people using these channels to pose as legitimate recruiters as part of scams, you must quickly establish yourself as the only authorized account in that channel. This can be done by verifying your page on the channel and striking down fraudulent accounts that are using your company’s name.

Moreover, you need to ensure your offer is attractive to your target market, which is the next strategy in this list.

2. Emphasize your value proposition in job descriptions

As previously mentioned, remote workers tend to have different priorities than onsite workers. According to a survey, flexible working hours, performance bonuses, retirement funds, and access to online courses are the top things remote workers want employers to provide.

So, instead of highlighting your company in your job listings, like being the top company in the industry or being a fast-growing startup, focus on the value propositions that can benefit remote workers.

For example, highlight the availability of flexitime, whether the work is wholly or partially remote, and fringe benefits such as receiving a company laptop and stipends for internet expenses or home office setups. Focusing on these will attract more people than if you only highlight your company’s status.

3. Build a strong employer brand online and offline

It takes a long time to develop a good employer image, which is why you need to start immediately. Treat your employees well, listen to their feedback, and make their jobs as pleasant as possible so that you make working for you an enviable position. 

It’s the same thing as word-of-mouth marketing; employees with good experiences working for you can be a powerful endorsement to other potential applicants. Apart from forging a solid company culture internally, you should also let it show externally through your advertisements and social media.

4. Showcase your employer brand on social media

Another way to spread your employer brand is through social media content. Almost everyone is on social media, so it can be an excellent platform for disseminating information. A good example that shows off your employer brand is to highlight the work culture in your company.

For example, you can post your company events, whether remote or physical, and employee testimonials to signal to jobseekers that your workplace is exciting. 

5. Have a career page on your company website

It can be intimidating for applicants to send their resumes without a proper understanding of what to expect. A career section on your website should have all the pertinent details and answer most, if not all, of an aspiring remote employee’s questions. 

It should include a clear job description, your expected qualifications, your hiring process, and your remote work policies. You should also make it clear at this point if the position is remote forever or if they are required to go to the office intermittently.

6. Make your website more visible through SEO and content marketing

A good company website is wasted if buried under search engine results. You can solve this issue through search engine optimization (SEO) and content marketing.

SEO uses advanced techniques to ensure your website ranks high in search engine results. Content marketing is intrinsically part of SEO in that it requires you to provide helpful content like blogs or news articles relating to your field so that more people visit your website. These two techniques can help your website be and remain visible.

7. Increase your reach with paid advertising

Finally, you can pay search engines to place your website at the top of the results page when remote workers make queries relevant to your company or industry. You can also pay niche sites relating to your industry to have your ads there. Social media advertisements are also key when getting your employer brand messaging through the wider public.

While expensive, paid ads are likely to reach more people and, thus, get your business more applicants. However, it’s crucial that you find the right websites or search queries to pay for.

Market to Your Applicants

Many businesses think marketing is only for customers, but that is not true. Now that you know some of the methods for online marketing recruitment, you can market to potential applicants to attract the right people.

Consider our recruitment agency if you want to expand your business and hire more remote and offshore workers! Manila Recruitment can help you through every step of the recruitment process. Contact us if you’re interested!

About Arvin Ramos

Arvin is a well-rounded human resource management consultant with expertise in employer branding, talent acquisition, training, and organizational development. He contributes to the productivity and profitability of his clients in Asia Pacific and Europe by delivering collaborative and innovative solutions to address their human resource challenges. Arvin recently joined Manila Recruitment as a Senior Recruitment Relationship Manager. He adds value by using his comprehensive knowledge in industries like FMCG, Pharmaceutical, Logistics, Manufacturing, Shared Services, BPO, and FinTech, to help companies locally and abroad in establishing or expanding their key talent footprint in the Philippines. Arvin is passionate about addressing the country's skills gap. He travels across the country to conduct learning sessions and workshops that aim to raise people's awareness about skills that they need to acquire and enhance to increase their employability in the job market.