Kate Ruwe is a product manager at a leading software firm in the San Francisco Bay. When she’d begun hiring new software developers for her product in 2016, she’d never imagined that over 40% of them would be people working remotely. 

With the pandemic, Kate was forced to expand her horizons and hiring strategy. “It’s been incredible.” says Kate, “When the pandemic began, I never imagined that I would stumble upon an ingenious solution. Most of my top hires were made overseas and we’ve saved over $100,000 in the last quarter alone.” 

Kate won’t stop bragging about it with her colleagues. She also says that they are accountable and proactive and are able to anticipate problems beforehand and solve them before they even occur. “It’s as if I’ve hit the treasure chest. Life has become so simple. They’re almost always available and accountable. And they always, always deliver on time.”

With the advent of Covid and work from home becoming the norm, recruiting and retaining talent has become a challenge for the industry, as a result, finding the right talent at the right time remains a topic of concern. According to the US Labor Department forecast, the global shortage of developers might reach 85.2 million by 2030. 

To help companies overcome this challenge, on-demand recruitment software and services have come into play. On-demand recruitment is a specialized recruiting solution with a focus on flexibility, speed and industry-specific talent expertise. When a company has limited resources, or there is an immediate demand for resources, on-demand recruitment can be thought of as “leasing” a team of recruiters to enhance a company’s in-house talent acquisition capabilities. On-demand recruitment provides companies with the flexibility of choosing when and for how long they need talent acquisition services based solely on needs.

It is of no surprise that traditional models of hiring have failed both the recruiter and candidates and hence problems of the great resignation, moonlighting, silent quitting, etc. are arising. The only way to survive this especially during times of recession is by hiring smartly. 

“Remote-work is big reality of today’s tech industry and is only going to grow more in the future, and by hiring remotely, tech companies solve their talent resourcing challenges in the best way possible” says Buta Singh, Founder & CEO at Workfall, which is a tech-hiring platform that helps software companies hire qualified and pre-vetted coders remotely.

Language barriers and logistics of training continue to derail several hiring managers away from remote hiring. To top it, there’s this age-old stigma around the quality, reliability and communication with offshore workers. But time and again, the advantages of remote hiring have far outweighed the downsides of remote hiring. The most obvious is that it allows you to tap into a global talent pool. More importantly, in the post-pandemic world, remote hiring is unavoidable and for good reasons. With the pandemic, the majority of the world has found remote hiring to be a better alternative to expensive and cumbersome local hiring. 

While local hiring has its merits, remote hiring is certainly becoming more popular. The leading tech-giants and startups alike have jumped on this bandwagon and are moving towards higher effectiveness and overall work-satisfaction. Singh claims that there has been a big increase in traffic and searches on Workfall.com being made by recruiters looking to hire pre-vetted remote developers. Even with the pandemic out of the picture, the old ways of working are not making a comeback anytime soon. Remote hiring, when executed with intelligence and strategy has a host of benefits which all the tech companies should certainly explore to get the right mix of talent.