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Three tips to ensure remote policies work for everyone involved 

People around the world are increasingly searching for jobs with terms like “remote,” “telecommute” and “work from home.” In fact, according to new research from the Indeed Hiring Lab, searches for these terms in the U.S. are up 32% since last July.

As flexible work arrangements become more and more popular, there’s little doubt that for some job seekers, the amount of work flexibility can be a deal breaker when accepting a job offer.  

However, while flexibility is a hot term in the world of job search, some major firms such as IBM, Yahoo and Aetna have begun to limit their remote work programs, citing (among other reasons) the need to boost collaboration across teams.

But rising interest in working remotely could mean that these companies face an uphill struggle as they try to roll back these programs.

In his latest column for SHRM, Paul Wolfe, SVP of Human Resources at Indeed, takes a look at the question, highlighting how flexible arrangements can help businesses attract top talent.

The tricky part is making sure that remote policies work for everyone involved. How to do this? Wolfe has three top tips from our experience at Indeed:

1. Hire carefully:  “We all want employees who are self-starters and doers, but these qualities are even more important for remote work. Then, trust the people you’ve hired to do their job.”

2. Leverage technology: “Use technology to stay in contact and keep remote workers looped in. Today, there are technologies for everything from video conferencing and group chat rooms to document sharing platforms.”

3. “Make sure everyone feels involved. Employ processes to maintain good communication between team members, including weekly update meetings, regular one-on-ones with managers and a weekly 'pipeline' report to make sure projects are on track and employees are on task.”

Read Paul’s complete article at SHRM.

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