What the remote work revolution means for your extended workforce

Remote work isn’t really about the distance between an employer and the people getting the job done. The true value lies in how much closer it can bring an organization to where it needs to be.

Most organizations, for example, are focused on reducing costs, boosting productivity and increasing efficiency. Though it took a public health crisis for many organizations to initially explore them, remote work options are providing organizations unprecedented opportunities to reach those goals.

According to research from Future Skills Canada, for example, 77 per cent of remote workers surveyed indicated higher job satisfaction by not having to be on-site with an employer. More than half of those surveyed also said offering remote options increased the amount of work people completed.

The positive impacts mean that organizations have every incentive to explore hybrid work options for permanent employees. Curasion’s own data shows that 81% of those hired through our platform in 2024 work remotely. Despite the headlines about some firms ordering staff back in the office five days a week, remote work is here to stay. This is particularly true for organizations’ extended workforce.

While the remote work model has its challenges, there is little doubt it is reshaping everything from recruiting talent to onboarding, management and the overall ability to meet business objectives.

Here’s a look at the implications across three critical dimensions:

What remote work means for hiring managers

It’s easy to forget how long employers were limited by the geographic location of available candidates when they were trying to fill positions. Remote work offers access to a much wider range of talent, while also potentially easing the process of developing a more diverse and inclusive workforce. In one recent survey, 83% of recruiters said remote work has improved the quality of the applicant pools. 

The ability to enhance screening and interviewing processes by conducting key hiring stages virtually is also helping hiring managers who depended on applicants physically coming into an office.

Perhaps most importantly, widening their search to encompass remote workers can reduce costs for hiring managers while aligning with increased employee expectations around greater autonomy and flexibility.

These are all important factors given that talent shortages across Canada mean salary growth is forecast to outpace inflation in 2025.

How remote work draws in great candidates

Four in 10 Canadians who work remotely would quit their job, look for another remote job or keep an eye out for new opportunities if they were forced to return to the office. This attitude helps explain why independent contractors, consultants, and other forms of extended workforce talent are often ready to take on remote contracts and projects.

The greater desire for scheduling that supports work/life balance is real: StatsCan data reveals remote workers save an average of one hour commuting a day and have more time for sleep and taking care of family members.

Like their counterparts on the hiring manager team, remote candidates appreciate recruitment processes that are more transparent, streamlined and efficient.

Many organizations are also proving adept at managing remote workers. A recent article in the Globe & Mail profiled firms that have established “cameras on” policies for meetings, provide more frequent feedback and clarify key performance indicators (KPIs) to achieve desired outcomes. This all bodes well for employers ready to hire remotely as part of their extended workforce strategy.

It will only get better for remote workers and their managers as technology continues to advance with tools that enable them to perform well from anywhere. Even now, 80% of employees believe remote collaboration is as good or better than working together in person.

The remote work outlook for organizations

A remote extended workforce may be more critical than ever as organizations that offer hybrid models determine the right balance of in-office days for FTEs and their long-term real estate needs. It’s also a good way to create a compelling employer brand. Data from LinkedIn shows there was a staggering 146% increase in remote job applications on its platform last year. Employee preferences are clear.

Companies are also putting a greater emphasis on the ability to hire temporary, contract/on-demand talent. Global research from HR.com showed 66% of employers are building up their extended workforce to deal with short-term projects, while nearly half cited the need for greater business agility and flexibility. Meanwhile, 43% said an extended workforce can boost skill levels where needed.

Few, if any, organizations will find all the talent they need to do that in their backyard. Thanks to remote work models, they no longer have to.

Contact Curasion to discuss your remote work needs

By connecting innovative companies with skilled professionals, Curasion is already helping leading organizations build their future workforce, now. This includes services that go well beyond those of traditional agencies or platforms, such as the ability to create custom talent pools based on known talent and/or new experts to meet specific skill requirements.

It’s time to begin reimagining approaches to building and enhancing organizational culture engagement with a remote extended workforce.

Book a call and discover how Curasion can help you today.