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Today, the reality is that 80% of U.S. workers would turn down a job that didn’t offer flexible working and 53% say that having a choice of work location is more important than working for a prestigious company. This is especially true in the world of technical hiring where workers expect even greater work flexibility.

These new preferences have prompted a rise in remote work. However, few companies were prepared to support it at the scale that COVID-19 is demanding.

Companies are scrambling to enact new remote work policies and struggling to adjust. What most are missing is that remote work isn’t just a policy you implement—it’s a culture you build.

The Struggle to Support Remote Work

In a recent Chicago Tribune article, President of Global Workplace Analytics Katie Lister said that “when a crisis like the new coronavirus temporarily forces companies into remote work, it tends to show them that it can be done successfully…But it can also demonstrate the benefits beyond disaster preparedness.”

Ideally, the transition to remote work during the COVID-19 will go smoothly and prompt more widespread, long-term support. But the truth is that “telework is still viewed with skepticism by many in the business world, and if hastily arranged remote work initiatives go awry, it could create a backlash.”

One study of remote work preparedness in the wake of COVID-19 found that 34% of survey respondents do not feel their companies are prepared to support a new work-from-home (WFH) policy. In fact, just 23% of respondents said WFH protocols were already in place to prepare for this kind of event.

It’s not every day that your company is faced with the need to operate in the wake of a global pandemic.

Rushing to implement policies for remote work in this emergency may be your only option. But what happens when we come out on the other side?

Remote work needs to be a long-term priority if you want to attract the best technical talent. Making it part of your culture rather than leaning on a policy buried deep in a company handbook will help.

Remote Work starts with Remote-Hiring 

When remote work is part of your company culture, you infuse it into everything that you do. And if you want to make it clear to technical recruits that you’re focused on supporting remote work, it needs to be part of your hiring process.

But let’s be honest for a minute—hiring has followed the same general blueprint for years. You post a job description online, collect applications, review them internally, and select candidates for phone interviews. From there, you go through the process of scheduling one or more in-person, in-office interviews and maybe run some applicant assessments before finally making offers.

If you’re trying to set the tone for remote work being part of your company culture, will multiple in-office interviews get the job done? Probably not.

However, this leaves you with a problem. You need to strike a balance between building a culture of remote work while maintaining the hiring benefits of face-to-face interviews and real-time technical skills assessments.

Our CodeLive solution is designed specifically to meet this goal. Our customers use CodeLive to interview tech candidates remotely without compromising the quality of their hiring processes. With CodeLive, you get a full feature set that enables you to:

  • Connect Remotely: Give your hiring managers high-quality voice and video capabilities to conduct one-on-one and group interviews. Conducting interviews remotely via video will streamline hiring and set the tone for remote work culture. 
  • Run Live Coding Assessments: Test a candidate’s coding skills in real-time without sacrificing the remote work culture. By setting up an online room with a shared editor, hiring managers can walk through skills assessments to get a feel for how candidates think, collaborate, and communicate. 
  • Report Quickly: Support remote hiring processes by generating feedback forms and scorecard quickly and effortlessly. Your ability to hire remotely depends as much on your internal communication as communication with candidates. Standardized reporting makes it easier to collaborate with different teams and offices to ensure you hire the right person for the job. 
  • Support Any Hiring Method: Allow your hiring managers to interview candidates the way that works best for them. CodeLive provides flexible formats for different teams to support all kinds of tech interviews. From whiteboard modes for free-flowing interaction to template modes with pre-selected tasks, you can assess talent remotely without compromise.

Remote work isn’t just a fad that will die down when COVID-19 issues are resolved. Rather, it’s the future of work and tech hiring teams need to set the tone for it in the company culture.

And remote work starts with Remote-First Hiring. If you want to learn the essentials of going remote-first hiring and how to ensure your hiring plan is still attainable, read our recent blog post.

Roy Solomon is Chief Revenue Officer at Codility, and an expert in the future of work. Roy leads Codility’s customer-facing teams and advises TA and Engineering leaders from around the world build their technical hiring and retention plans.

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