Asynchronous Positions – 3 New Tips for Hiring Success

Laurenzo Overee
Latest posts by Laurenzo Overee (see all)

Hiring managers constantly face the challenge of responding to the needs of an evolving workforce. That means identifying the workforce’s perks, benefits, and even location needs. Enter, asynchronous positions.

In recent years, there has been an emerging (and not soon to abate) discussion over work location as employers weigh the pros and cons of hybrid and fully remote work arrangements. 

Tech giants like Amazon have mandated a complete return to the office, while Zoom and Grammarly stick with hybrid work models. The tricky subject of location demands has motivated some companies to take their talent acquisition global. Depending on the feasibility of a role, asynchronous jobs have become increasingly popular in the hiring scene. 

We review these job placements and, more importantly, how your recruiting team can successfully hire for these positions. 

Working remotely - Asynchronous Positions

What Are Asynchronous Positions?

Essentially, asynchronous positions refer to job roles that don’t require team members to report for work simultaneously. For example, one team member could clock in online during the wee hours of the morning while a team member finishes a task in the evening. And they’ll still get the work done as if they’re reporting to work with a conventional office schedule. 

These flexible work arrangements empower employees to choose the most suitable timing for maximum engagement and optimal performance. According to Co-working space company DropDesk Spaces, asynchronous working conditions offer benefits such as:

  • Keeping workflow undisrupted
  • Minimizing time zone issues, especially for international teams
  • Focusing on deliverables (doing so can lead to improved work-life balance and prevent burnout)

Asynchronous work positions rely on trust, enabling teams to progress toward organizational goals without conflicting schedules and lifestyles. Tweaking your talent acquisition campaigns with the following steps can help you attract the best job candidates for an async work. 

How to Attract Top Candidates to Fill Asynchronous Positions

1. Identify The Type of Skills And Training Required

Asynchronous jobs require access to various tools and platforms for optimizing talent dynamics with staggered schedules. As such, your recruitment teams need to collaborate with HR to determine how you can include the relevant support resources and accommodations in your hiring campaigns. 

For example, your team might consider hiring individuals experienced with SalesForce’s Apex Job Page. SalesForce’s Apex Jobs enables users to manage asynchronous tasks by scheduling the delivery and processing of large datasets. Your JDs could include Apex Job Page training and development opportunities to attract talent interested in an asynchronous job. 

Aside from specialized platforms like Apex Job, candidates with the right job fit should have soft skills like problem-solving and time management. These enable them to effectively fulfill their tasks independently based on their own schedules. 

2. Apply Asynchronous Hiring Practices

It is only fitting to apply asynchronous practices when assembling an asynchronous workforce. Doing so involves reviewing the candidate experience. 

Rather than relying on regular interviews, your hiring team could leverage sites like SparkHire. These sites enable job applicants to record and upload video responses to preset questions. SparkHire also allows hiring managers to notify candidates about online assessments via email or text and send interview links accessible from their mobile devices. 

The convenience and accessibility of these remote interviews encourage a more asynchronous culture from the get-go. Candidates can take the opportunity to assimilate with the company’s independent workflow. 

Your recruitment team can also provide asynchronous online testing and candidate assessments that job seekers can conveniently attempt as part of their applications. For example, your team could use platforms like Codility, which offer expertly researched tests for reviewing engineering skills through gamified challenges. These tests apply enjoyable game-like elements like achievements and rewards that boost candidate experiences.  

3. Position Your JDs

Your JDs are the gateways to your company culture. As such, it is crucial to engage your target talent from the start of their job search journey. This includes making your job postings/career sites interactive and including every critical JD element. 

The salary range, compensation/benefits, mission statements, and roles/responsibilities should clearly describe what candidates can expect from accepting an asynchronous position.  

Ongig’s Text Analyzer platform can help your company generate impactful JDs based on a job title. Optimized JDs include the most important information targeting talent in specific demographics for improved conversion rates. For example, one study showed that 81% of working parents listed a company’s childcare benefits as the main factor for choosing a job.

Text Analyzer lets you quickly edit each JD based on gender scores and readability. That way, you can efficiently save effective description templates and repurpose them according to your hiring needs.  

Asynchronous Positions: FAQs

Question marks - FAQs

If you’re new to asynchronous positions or curious about how they work, we’ve answered some common questions below.

How Do You Manage Time Zone Differences with Asynchronous Positions?

Managing time zones can feel tricky, but tools like shared calendars and project management apps help. Employers can assign future jobs and use tools to track job completion in a way that works for everyone. Employees can also follow a query parameter to identify tasks within their job queue. Thus, making it easier to stay organized without needing real-time updates.

What About Team Communication Within Asynchronous Positions?

In asynchronous jobs, communication often happens through written updates, recorded videos, or shared documents. For example, using an apex jobs page to track progress can help teams stay connected without live meetings. Regular updates in these formats also improve collaboration while respecting everyone’s schedule.

What Tasks Are Best Suited for Work with Asynchronous Positions?

Certain tasks, like writing, coding, or designing, are well-suited for this job type because they don’t need immediate feedback. For following tasks that require more teamwork, teams can plan ahead by creating clear guidelines and timelines. So, using tools like IDLAsyncJob objects in Salesforce helps streamline asynchronous operations and keeps everything running smoothly.

How Do You Ensure Job Completion?

Employers often rely on shared dashboards or automated systems to track the status of jobs. For example, Salesforce Help provides features to manage asynchronous operations and monitor tasks effectively. So, employees can see updates about both new jobs and previous example tasks in real time. Thus, ensuring nothing falls through the cracks.

Can Asynchronous Positions Work for Everyone?

This job type works best for self-motivated people who enjoy setting their own schedules. It’s especially popular in remote jobs where flexibility is a priority. However, it’s important for teams to set clear expectations to avoid confusion.

Closing Thoughts – Optimize Hiring For Asynchronous Roles with AI 

It can be challenging for hiring teams to keep up with the latest job seeker demands, such as tailoring campaigns for asynchronous roles. 

That’s where an intuitive data-driven AI solution like Ongig’s Text Analyzer can come in handy. Text analyzer applies AI algorithms to incorporate the latest DEI practices and job seeker trends for improved candidate engagement. 

Plus, Text Analyzer integrates with your existing ATS and HRMS so you can quickly upload and manage optimized JDs without tedious onboarding. In a world where asynchronous roles have become more prevalent, it is strategic to implement a hiring process that’s dynamic, inclusive, and scalable. That way, you can match the best candidates to any job in real time to keep your workforce ahead of any industry or market curve.  

Why I Wrote This?

Ongig gives hiring managers and employers an AI-driven solution that eliminates dull and biased JDs. Request a Text Analyzer demo today to discover how to standardize and scale your JDs! Through Text Analyzer, your team can confidently attract talent across time zones and every position, finding the perfect hire for your asynchronous jobs. 

Shout-Outs:

by in HR Content