Digital nomads are all the rage these days but are they really worth having around? After all, the added complications with administration, long-distance communication, and uncertainty can seem like too much of a bother. But digital nomads have a lot to bring to any company and you absolutely shouldn’t miss out on their talent and drive. So how do you attract them?
New horizons, new solutions
The whole point of digital nomads is that they travel a lot. This may seem like a communication nightmare, but most of them have ways to either adapt to your schedule or have experience with effective long-distance calls, messages, and work-scheduling tools.
But what they can add to the table is worth having. They have experiences from a lot of different cultures and have talked to tons of different people. They might think of solutions that people from a single culture would never even encounter. This is especially true for creatives, copywriters, visual designers, teachers, and the like. Seeing how things are done in different parts of the world is a unique asset to any company.
Motivation
Digital nomads have arguably larger motivation to do a good job than your standard employees. Their freedom and traveling lifestyle depend on their ability to have a steady income and so they are very likely to be highly motivated.
But that’s not all. Since their overall life goal is often not just work, but also travel and exploration of the world, they are far more likely to have a working arrangement that suits them and keeps them relaxed. This may seem strange, but their conscious approach to structuring their work-life balance means that if they choose and stay at your company, they are probably highly motivated to do the kind of job that needs doing. A worker that is motivated is always an asset to any company.
Experience and independence
Many digital nomads have tons of experiences not just with global cultures but with work as such. Many of them are used to switching from project to project under dynamic circumstances and they shift their perspectives when needed. Most have experience in at least a few fields at once which gives them a much wider range of skills. Their soft skills are usually especially good since their location independence requires them to communicate effectively and clearly.
What’s more, they are usually very independent workers. They are used to getting things done on time and without much supervision. Many digital nomads worked as freelancers on commission so you won’t have to hold their hands through every step of their job.
How to attract digital nomads
The first point is obvious—have a remote job listing and mean it. Remote work means that you might see your worker maybe once a year if at all. Don’t pretend your job is fully remote when it is actually a hybrid solution or when you know you will need the worker back in the office in a few months. Be honest and clear about the arrangement.
Secondly, have a digital nomad policy. This means that you need to have clearly laid out rules for location-independent workers. This can mean everything from administration, taxation, and healthcare to how you allocate benefits and so forth. A company that has a clear understanding of the needs of digital nomads will be swimming in nomad applications.
Lastly, there are smaller things such as the language of the job offer and the type of contract you offer. Some prefer commission work, some look for a full-time remote job. The best way to decide is to see what the position would entail and then see what contract will fit the bill. Just make sure you are honest about everything—after all, clear communication is key in any workplace.
