3 Ways to Fill Remote Engineering Jobs in A Hybrid World
The post-COVID working environment looks very different than it did just a few short years ago. While some industries have been affected more than others, many are back to working onsite, while others have transitioned to being completely remote.
Still, other companies have chosen a hybrid model—where employees work from home a few days a week while spending some time in an office. This hybrid model has demonstrated that it works well for both employee and company as it does not sacrifice outcomes.
The hybrid model has proven so successful that today it can be difficult to move employees back to just one type of working environment. In fact, after moving from remote to hybrid, one study indicated that about half of workers surveyed said they would quit if remote work was the only option available to them.
Nonetheless, there are a lot of benefits to completely working remotely, especially in the technology industry. It often boosts productivity and decreases costs for companies.
So, like many employers you might be wondering how to keep and recruit employees in completely remote engineering jobs. OSI Engineering has a few suggestions.
Jobs in the tech industry are easier to transition to remote work. They often only need a computer and an internet connection to get their work done.
Thankfully, survey after survey indicates that those in tech industries like working remotely and seem to be more productive from home. A 2022 State of Remote Engineering Survey reported that roughly 68% of those surveyed said they could get more meaningful work done while working remotely. Another study from March 2022 found that software engineers prioritize work that permits remote working.
The bottom line is that engineers prefer remote jobs. You might need to be a bit more creative about presenting these opportunities to candidates.
Ensure that job postings and descriptions clearly state the job is remote. In addition, you might also want to set out specific expectations for hours or meetings as part of the description.
If you allow an employee to completely set their own hours, then be sure that is part of the job posting or description. However, if you have periodic check-ins or team meetings, let candidates know about that too.
Because engineers can work remotely fairly easily, you can also cast your recruiting net wider. If you do not require your team to ever be in the same physical location, you can hire from anywhere. Do not limit yourself to a certain geographic location if you are completely remote.
Employers should also keep in mind that wages in areas like the Midwest or South are sometimes lower than the West Coast or East Coast. A completely remote job that pays twice what anyone local will pay might be very appealing for a family-oriented engineer in the Midwest. Attracting engineers from abroad might be a good option as well.
Part of the reason workers gravitate toward hybrid work is that it gives them a chance to work from home and with others. Humans are social creatures and often tend to communicate the best face-to-face.
As an engineer, it can be difficult to work with a team you never see or only talk to via email. For some, working without this team interaction can be a turnoff. Some engineers want back-and-forth conversations or brainstorming sessions, and you cannot get the same type of effect via email.
Make efforts to highlight the portions of the remote work that are team friendly. Spell out how they will communicate with their team, whether that is through phone calls or regular weekly check-ins.
Sometimes simply letting candidates know that they are on a team and will not be expected to work on projects alone can be enough to address any apprehensions in this area.
Keep in mind, however, that not every candidate is going to be concerned about social interactions with their team. Some prefer to work remotely because it cuts down on “team time.”
If you sense a candidate has this viewpoint, you first need to decide if that viewpoint is the right fit for your company. If it is, consider assigning projects that have less team time or making other adjustments to social interactions as needed.
Burnout in the tech industry is very real. One survey of tech employees found that roughly 60% were experiencing symptoms of burnout. Engineers have high-stress positions, so burnout is just as likely in these positions as others in tech.
One of the ways that engineers can combat burnout is by using flexible scheduling. A University of Minnesota and MIT study indicated that allowing workers flexible scheduling reduced burnout and stress while also increasing job satisfaction.
Some argue that working remotely is already the ultimate form of flexible scheduling. However, many remote working arrangements come with periodic check-in times or an expectation that a worker will be available between certain hours. In a truly flexible arrangement, the employee sets their own hours or has minimal oversight over when they are working.
Allowing flexible hours can reduce some concerns about burnout associated with remote engineering jobs. In many cases, employers simply tell workers that as long as they get their work done, they do not care when it happens—2 pm or 2 am. Giving workers this type of control can go a long way toward a happier, more productive workforce.
At OSI Engineering, we understand engineers because we are engineers. Our team puts ourselves in the candidates’ position to help employers understand what the candidate wants and how to give it to them in a way that makes sense for business.
Learn more about our recruiting process and how we can help your business by contacting us today by phone (408) 550-2800 or online.