Click through for six factors organizations should consider when hiring remote tech talent, as identified by Himanshu Sareen, CEO of Icreon Tech.
In today's culture, the idea of a virtual workplace is incredibly attractive. Employees embrace the work-at-home idea because it fosters the notion of a more flexible work environment and increased work-life balance … all while, theoretically, in pajamas.
And for employers, remote workers save them plenty of overhead. A Stanford study that followed one company's remote workers found that they saved the employer an average of $1,900 per employee for nine months while working from home full time. The same study reported that on the whole, remote employees are also more productive, owing at least in part to a quieter space in which to focus and the lack of commute.
But … working from home is not for everyone. It's imperative that remote employees be extremely independent and self-motivated to maximize their time and maintain work quality.
In 2013, Yahoo! CEO Marissa Meyer banned employees from working remotely. Speaking at an HR conference that same year, Meyer defended her stance stating, "People are more productive when they're alone, but they're more collaborative and innovative when they're together. Some of the best ideas come from pulling two different ideas together."
Himanshu Sareen, CEO of Icreon Tech, however, believes that the very nature of the tech sector makes a strong case for telecommuting. As an employer you:
While all of this may sound appealing, if you're a tech company of any size there are some crucial factors Sareen thinks you should consider when hiring remote tech talent.
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