Extending the Reach of HR: Supporting and Sourcing Remote Talent

Extending the Reach of HR:
Supporting and Sourcing Remote
Talent
Karen Lim Julie Lawson
With: Moderated by:
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Extending the Reach of HR
You should always hire the best person or team for the job. That often requires international talent. As an
international PEO (professional employer organization), we can help you get those people—no matter
where they are—on your team in hours. If you see an opportunity that requires international talent, your
competitors probably do, too. It’s a race. Who can hire that person or team the fastest? If it’s not you, you
may be stuck where you are. Or worse, fall behind.
We have our own business entities set up in nearly every country in the world meaning the legwork required
for you to hire and manage international talent is already done. We’re your competitive edge. Whenever you
have to get somewhere fast.

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https://www.humanresourcestoday.com/frs/15359042/extending-the-reach-of-hr--
supporting-and-sourcing-remote-talent

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About Karen Lim
Karen Lim is an International Human Resource Consultant specializing in helping global
companies grow internationally. She focuses on executive search, talent development and
organizational development. Her previous professional experience includes Regional Talent
Acquisition Manager & Specialist in various international organizations, both in Denmark and
Singapore. Karen is a certified systemic coach and well-versed in several Personality
Assessments and Competency-based interviews. Karen is also a partner with New To HR to
work on global talent acquisition & remote cultures.
About Julie Lawson
Julie Lawson majored in English at Boston University. She worked at the college radio
station, WTBU, where she developed a passion for producing shows with good music and
good stories. She started her career at a small publishing house in Los Angeles and went
on to become Webinar Coordinator at Aggregage, where she produces webinars and
facilitates BTS webinar functions. In her spare time, she enjoys going to the beach,
camping and reading great books.

Extending
the Reach of
HR:
Supporting
and Sourcing
Remote
Talent
Copyright © 2021 Alliance Academy. All Rights Reserved.

Learning Outcomes
6-steps practical approach to identify how your
organization can support and attract a remote
workforce.
To uncover and form strategies on how your
organization can build a positive remote
corporate culture.
How to use your company’s core values and
competency-based interviews to find remote
talents who will thrive in your organization.

Survey Findings
• The office is here to stay, but its role is set to change. Less than one in five executives say they want to return to the office as it was pre-
pandemic. The rest are grappling with how widely to extend remote work options, with just 13% of executives prepared to let go of the office for
good. Meanwhile, 87% of employees say the office is important for collaborating with
team members and building relationships — their top-rated needs for the office.
• There’s no consensus on the optimal balance of work days at home vs. in the office. Over half of employees (55%) would prefer to be remote
at least three days a week once pandemic concerns recede — little changed from the 59% who said the same in June. For their part, while most
executives expect options for remote work, they are also worried about the effects: 68% say a typical employee should
be in the office at least three days a week to maintain a distinct company culture.
• Least experienced workers need the office the most. Respondents with the least amount of professional
experience (0-5 years) are more likely to want to be in the office more often.Thirty percent of
them prefer being remote no more than one day a week vs. just 20% of all respondents. The least experienced workers are also more likely to
feel less productive while working remotely (34% vs. 23%). They’re more likely to value meeting with managers or company training programs
than their more experienced colleagues.
Source: https://www.pwc.com/us/en/library/covid-19/us-remote-work-survey.html

6-steps Discovery Approach©
Purpose
Company
Identity
Values
Capabilities
Culture
Environment
Diagnosis
Strategy

Environment
Nature of business
• All remote or fully distributed teams are
made up of employees who work entirely
remotely rather than at co-located in offices.
• Remote-first - “Remote-first” is an
organizational strategy that makes
working remotely the primary option for most or
all employees.
• Remote-friendly - A remote-friendly company is
a business with a physical office that has above
average flexible policies in terms of where
and/or when people can do their work.

Culture
An organization's culture defines the proper way to behave within the
organization. This culture consists of shared beliefs and values
established by leaders and then communicated and reinforced through
various methods, ultimately shaping employee perceptions, behaviors
and understanding. - SHRM

Capabilities
Capabilities of the company
• Current employee handbook
• IT infrastructure for day-to-day work
• IT support for:
• communication & meeting
• Supporting and measuring
employee engagements
• Career development &
performance evaluations
• Pre-boarding &
Onboarding
• Legal & Compliance

Values Core values are the fundamental beliefs
of a person or organization. These guiding
principles dictate behavior and can help
people understand the difference
between right and wrong. Core values also
help companies to determine if they are
on the right path and fulfilling their goals
by creating an unwavering guide. -
Dictionary.com

Values
Your company core values provide employees
clarity on what is truly important for
organizational success, clarity on personal conduct
and what to expect from each other, and clarity on
why it’s important to speak up if they see those
values being violated or not lived up to throughout
the organization.

Values
Glassdoor’s Mission & Culture Survey 2019 found that over 77% of working
adults across four countries (the United States, UK, France, Germany)
would consider a company’s culture before applying for a job there, and
79% would consider a company’s mission and purpose before applying.
Furthermore, over half of the 5000 respondents said that company culture
is more important than salary when it comes to job satisfaction.

Company Identity
Your company identity can be defined
as the various characteristics by which
your organisation and your product are
recognized and known.
“…an employer brand includes the
market’s perception of your company as
an employer, but also describes your
promise (or employee value
proposition) to employees in exchange
for their experience, talents and skills.

Purpose
• The purpose of your company should have your
employees proud that they are working in the
company, inspire them to deliver excellent work
that will make a difference in the lives of
customers, clients, society and even the general
public.
• Connecting your employees’ purpose with
organizational purpose is the critical link to
improve employee engagement.
• Does your organisational purpose or purpose
statement inspires & empowers your remote
employees and managers to be the best
versions of themselves?

Core Values & Competency-
based Interviews
• What is a competency?
• A competency is defined as “the combination of observable
and measurable knowledge, skills, abilities and personal
attributes that contribute to enhanced employee performance
and ultimately result in organizational success.”
• Core values = Intangible
• Core competencies = tangible – can be described, observed &
measured
• These core competencies are applicable to all levels within the
organization, regardless of roles & functions.
• Defining your company’s competencies gives you an objective
scale to decide who to hire and who not to hire.

Core Values & Core
Competencies
• Mapping Core Values to
Competences
• An example for an all remote
company:
Core Values Core Competencies
Employee Growth &
Happiness:
• Demonstrates Self-
Awareness
• Self-Development
Trust, Integrity &
Honesty:
• Instills Trust
• Courage
• Values Differences
Commitment to
Customers:
• Customer Focus
• Collaborates
• Communicates
Effectively
Ownership &
Accountability:
• Ensures Accountability
• Action Oriented
• Resourcefulness
Innovation: • Cultivates Innovation
• Adaptable

Establishing your core
values & using them in
your interviews
• Startups’ core values = values of the Founders
& Co-founders.
• Scale-ups = values of the Founders & Co-
founders + Core employees + Employee
Representatives
• For medium to larger size companies =
Organization’s vision and business objectives -
mission, vision, values statements
• Additional considerations:
• What is it that makes employees thrive
and achieve success?
• What are your shared values?
• Interview: STAR Interview Technique

21
Q&A
Julie Lawson
With: Moderated by:
International Human Resources Consultant, Alliance
Academy
Linkedin: in/karenlimglobal
Email: karen@allianceacademy.dk
Karen Lim
Webinar Coordinator, Aggregage
Linkedin page: /in/Julie-Lawson/
Email: julie.lawson@aggregage.com
https://www.humanresourcestoday.com/frs/15359042/extending-the-reach-of-hr--supporting-and-sourcing-
remote-talent

Extending the Reach of HR: Supporting and Sourcing Remote Talent

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