Nomad City 2019

Gathering together experienced speakers and hundreds of attendees from all over the world, Nomad City unites remote minded individuals and companies in a melting pot of ideas and knowledge about the future of work. See what we got up to last year…

Stay Connected & Follow us

Las Palmas de Gran Canaria, 6th – 8th, November 2020

Simply enter your keyword and we will help you find what you need.

What are you looking for?

Nomad City

The Challenges of Recruiting Remote Candidates

Virtual employees are easy to find, but is your company attracting the right talent?

Due to the rising popularity of remote work, virtual jobs are in high demand right now—really high demand. Obviously, this is great news for employers searching for new talent. Without geographic limitations, companies get unprecedented access to a diverse pool of experienced and qualified applicants. However, is too much of a good thing a bad thing? In this case, maybe. Here are three ways the remote work revolution is hurting recruiters:


Challenge #1: Volume of Applications

It’s not uncommon for companies that are expecting a few hundred applications to receive a few thousand. Not surprisingly, this volume can create crippling clogs in the hiring funnel if the recruiting team isn’t prepared with the right screening tools and processes, which leads to distrusting candidates, poor reviews on employer review sites, and overworking the recruiters.


Challenge #2: Commitment of Candidates

The millennial-generation workforce that is seeking remote jobs so aggressively is the same demographic that has an unprecedented tendency to only commit to a job for a year or two. In order to reduce turnover rates and sustain retention rates, employers are having to think critically about how to screen for loyalty, offer more flexibility in operations, and develop perks and cultures that entice team members to stay longer.


Challenge #3: Irrelevant Prospects

Many mobile job seekers are so interested in professional location independence that they don’t care what role they get, so they apply to posts in bulk. This desperation not only contributes to the increased average number of applicants (see challenge #1), but also reduces the percentage of qualified candidates in the pool. Therefore, companies are having to adapt their screening processes to include basic qualification criteria before education, past experience, or credentials are considered.


Considering these concerns, many remote-friendly employers are seeking non-traditional ways of generating leads on potential employees. In her presentation How to Attract Talent without a Single Job Post at Nomad City 2018, Julie Clark of Capa Consulting Group will educate employers on how to not only conquer these challenges, but streamline their entire hiring funnel and adapt all recruiting processes to be remote-friendly. Join us on October 8-14 to learn it all, plus more virtual management strategies in the beautiful city of Las Palmas de Gran Canaria.