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Eight Tips for Building a Strong Remote Culture For Recruiting

Virtual teams working dispersed together

Creating a supportive work environment for remote workers is complex, to say the least. Communicating that culture to potential workers during the hiring and recruiting process seems even more complicated. But both are essential if you want to assemble and manage a superior remote workforce.

These eight tips can help you build a strong remote culture worth sharing with those considering your company for employment.  

Prioritize Work-Life Balance 

One of the main components of a strong remote work culture is work-life balance. But unfortunately, many people who work from home have a hard time separating their personal and professional lives. And it negatively affects their productivity and engagement.

That said, when remote workers have a healthy work-life balance, they feel and perform better. You can boost your recruiting efforts and remote culture by making it easy for remote employees to have an excellent work-life balance. 

It’s important to establish group dynamics examples that encourage a break from work during off-hours. These could include group fitness challenges, virtual happy hours, or team-building activities that promote relaxation and mental well-being.

Offer flexible schedules, ample vacation time, and paid sick leave. And provide remote workers with resources that support their mental, physical, and emotional health, like access to therapy, mindfulness activities, and support staff.

Tailor Schedules and Responsibilities to Each Employee

According to recent research on remote workers, “72% prefer a hybrid remote-office model with only 12% preferring to always work in an office setting. They also found that 13% would like to always work from home if given the choice.”

This shows just how important flexibility is and will continue to be in any company’s culture. If you want to attract and keep your remote workers long-term and build a culture that supports them, tailor schedules and responsibilities to each employee.

Allow your remote workers to choose when and how they work. And sit down with them to customize job responsibilities to their interests, skills, and professional goals. Potential employees will also appreciate your willingness to let them create a work life that best suits them.

Recognizing and appreciating remote employees is integral to a robust remote culture as well.

Recognize Remote Employees

Your remote employees need to feel like you genuinely appreciate their contributions to your company. Recognizing and appreciating your remote workers regularly helps them not feel so isolated and out of touch with the rest of the workforce.

It also shows new employees you’re sincere about making them feel like they’re a vital part of the team.

An employee recognition program is an excellent way to keep remote employees motivated and feeling valued. You can also recognize and acknowledge your remote employees for their hard work by:

  • Enabling peer-to-peer recognition
  • Offering discounts and other perks
  • Putting on events to honor remote employee accomplishments
  • Celebrating accomplishments and milestones with branded gifts
  • Showing appreciation for remote workers in every team meeting
  • Ensuring remote workers are included in every activity and company event

The right technology can also help you build a strong remote culture for recruiting.

Implement the Right Tech Tools

A strong remote culture needs the right tech tools in place to facilitate effective communication and collaboration no matter the location of each employee.

In addition, you can share what tools your company uses with potential employees in the recruiting process. The right tech tools can show that your company is forward-thinking, bettering your chances of attracting top talent.

Consider your team’s unique needs and personalities before implementing any tech tools. What you decide to use should enhance the way your team works together. 

Foster Open Communication

The right tech tools are essential, but they don’t mean much if your remote team’s communication is nonexistent. Fostering open communication is integral to building a solid remote culture.

When your employees are in different places and time zones, you have to put extra effort into keeping everyone in the loop and on the same page. However, it’s much easier to do so when each person adheres to the same communication expectations. And when they feel like they can be transparent at all times.

So, set communication expectations for remote workers, such as:

  • Each communication channel you use and why
  • Contact information for every person on the team
  • What to do when they need an immediate response
  • The cutoff time for contacting coworkers and managers each day
  • The collaboration tools your team uses and a quick start guide on to use them

Also, when you document communication expectations, it’s easy to share them with new remote employees. They’ll know exactly who to contact and when whenever they need support.

It’s also easier to ask employees to be company advocates when you make open communication regular practice.

Ask Employees to be Company Advocates

One of the most powerful weapons you have to boost your recruiting process is your employees. Who better to tell incoming employees about your remote culture than your current employees?

Reach out to current remote employees and talk with them about being company advocates. Let your employees take the lead, whether it’s sharing their work experience on social media, being a primary contact for new employees, or helping with the company blog.

Ask for Feedback

A considerable part of open communication is asking for and listening to feedback from your employees. You can learn how to build a robust remote culture that fits your unique company by simply asking your remote employees what that looks like for them.

You can also ask them for ideas on communicating the remote work culture to potential employees in the recruiting, hiring, and onboarding processes.

Take time to meet with your remote employees one on one. Facilitate an ongoing conversation about their experience working from home. Encourage them to be honest about what they like and don’t like, how they’re being supported, and what they really need to succeed.   

Gather feedback about your leaders too.

Hire Solid Leaders

Leadership plays a significant role in ensuring whatever culture you create for your company sticks. If your leaders aren’t practicing what they preach, it’ll be challenging to convince the rest of your employees of anything.

In this case, it’s crucial to recruit and hire managers who understand how to manage a remote team. Your C-Suite leadership should also be committed to cultivating a solid remote work culture. They should develop plans to upgrade equipment, improve health benefits, and strengthen employee relationships as remote worker needs evolve.

All leaders should continually make efforts to provide adequate support and appreciation for remote workers.


Having a strong remote culture is a serious advantage in the hiring and recruiting processes. But you must first commit to building a solid remote culture continually. So, use the tips above to keep refining your remote culture to attract top talent in your industry

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