The Evolving Role of Talent Acquisition in Remote & Hybrid Workforces

The way we work has fundamentally changed. The “New Normal” of remote and hybrid working has reshaped how many teams operate, with over a quarter (28%) of working adults in Great Britain now hybrid workers¹.

This shift in working offers huge benefits for employees, from an improved work-life balance to enhanced wellbeing. It also presents a significant opportunity for talent acquisition managers. No longer limited to those within a daily commute, talent and recruitment teams can now source candidates from a far wider talent pool, potentially even globally.

Naturally this means the way we hire is changing too; much of the hiring process is now completely online, with recruiters assessing candidates virtually and sometimes engaging candidates they never actually meet in person.

So how do you source and effectively fill roles for people that you may never meet? Modern applicant tracking systems, like Reach ATS, are the perfect solution for hiring remote and hybrid workers.

Let’s take a look at how these specialist software platforms help teams attract and engage talent for remote and hybrid roles without compromising the candidate experience.

We’ll cover:

• How remote hiring has transformed talent acquisition
• Expanding your talent pool with remote interviewing tools
• Using Data to identify high potential remote candidates
• Strengthening the employer brand for remote and hybrid roles
• Aligning teams across different locations, with centralised ATS systems 
• Post-hire insights to strengthen remote talent strategy 
• The role of an ATS in hiring remote and hybrid workers

How remote hiring has transformed talent acquisition

The rise in remote and hybrid working models has given recruiters access to a substantially wider talent pool, allowing them to consider candidates who, in the past, might have been excluded due to location.

Unrestrained by geography, talent acquisition teams are adapting their approach to hiring, focusing not only on traditional criteria or cultural fit, but also on the specific skills needed to work independently. For example:

• Autonomy
• Digital fluency
• Asynchronous collaborative skills
• Emotional intelligence.

Candidates with these qualities can thrive in flexible roles where they are often working solo, whilst also contributing to the wider team.

The digital nature of remote hiring makes consistent processes even more critical.  From GDPR and compliance to video interviews and assessments, using an ATS in talent acquisition ensures every candidate receives the same experience, keeping hiring decisions consistent and fair for all.

Beyond recruitment, the transition from candidate to employee needs to be digitally fluent too. Features such as secure document uploads and digital contract signing, as well as the seamless transfer of personal data to HRIS/Payroll systems, are fundamental for building candidate trust.

Comprehensive remote onboarding plan are a key retention strategy for those hiring remote and hybrid workers.  A well thought out onboarding plan will support better  relationships and prevent a feeling of disconnect. By focusing on building a shared sense of purpose, and facilitating team introductions and check ins, HR teams can promote a sense of belonging and increase retention rates.

Digital tools help build relationships with teams whether they’re in another building, or even another country. Using a fully configurable ATS for hiring, contract signing and onboarding provides continuity and connection throughout the recruitment process.

Expanding your talent pool with remote interviewing tools

The demand for flexible working is high, with almost half of workers² willing to leave their jobs for more flexible options. This willingness has effectively removed borders from the hiring process. With the right platform, hiring teams can extend their reach beyond local job boards and connect with candidates across the globe.

One of the key challenges of remote hiring is managing the logistics of interviews and assessments. By integrating directly with video conferencing platforms and asynchronous assessment tools, an ATS gives recruiters the flexibility to evaluate candidates no matter where they are. Making the process simple, consistent and efficient.

Tools like self-serve interview scheduling, automated reminders and even AI-suggested interview questions and scoring can be used to transform remote interviewing into a streamlined, insight-driven process. Helping your hiring team quickly and effectively identify the best talent for the role.

When can third party tools be integrated into an ATS?

A good ATS implementation process will ensure that all current third-party integrations are built in from the start, allowing uninterrupted hiring from day one. A flexible and adaptable ATS should also let you add or expand integrations at any time. Look for companies that provide ongoing support for API-based or vendor specific integrations so your systems can evolve alongside your hiring.

Using Data to identify high potential remote candidates

Beyond automation and compliance, the key value of an ATS is its data and reporting capabilities. With a wealth of data stored within the system, talent acquisition teams can leverage advanced AI powered reporting tools to predict skills gaps, refine candidate engagement strategy and pinpoint the most effective sourcing channels.

This data-driven approach is particularly useful for remote hiring. Digital questionnaires and scorecards can be used to evaluate specific traits like self-motivation, communication style and reliability.  Combining these results with engagement performance indicators and historical outcomes allows hiring teams to easily identify high-potential candidates and measure their ‘remote readiness’.

What types of recruitment data and reports can I access through the platform?

A fully configurable ATS with custom reporting will allow you to scrutinise any data you have within the system, from retention figures to the best performing job boards. Responsive systems will generate reports can on time-to-hire, EDI metrics, vacancy fill rates, pipeline progression and more in seconds. This allows HR teams to visualise performance across departments or campaigns, helping optimise recruitment and engagement strategies.

Will the system remain aligned with evolving hiring policies or legal requirements?

Good quality applicant tracking software should always support updates to compliance rules, data retention policies and equality requirements. ATS Providers should also keep you informed of any changes relevant to your particular sector or operating regions. Beyond national and international regulations, fully configurable systems should empower users to adjust settings and templates as needed to suit their own policy changes too.

Strengthening the employer brand for remote and hybrid roles

A strong employer brand is crucial when hiring remotely. The rise of remote and hybrid work means that the traditional “office culture” is no longer a measure of a company’s identity. Instead, digital touchpoints have become the gateway to attracting and engaging top talent.

HR teams already recognise the value of employer branding, and in today’s digital-first world, it’s vital to use the right tools to protect and strengthen that brand. Features such as automated workflows and AI help optimise your brand messaging across job ads, careers pages and job descriptions. They present a consistent, polished brand identity without demanding extra time from your team. Smart ATS systems even let you build your own “brand rules” into the system so everything from SMS updates to contract emails or even interview questions reflect the same tone of voice.

ATS features that can be used to strengthen your employer brand:

• A fully branded candidate portal offering a smooth transition from application to interview and digital onboarding.
• Social media sign ins allow candidates to complete applications over multiple sessions without having to create new login details.
• Self-serve interview scheduling and automated reminders give candidates control while demonstrating your organisation’s efficiency.

Aligning teams across different locations, with centralised ATS systems

When hiring teams are themselves spread across multiple locations, maintaining a consistent and organised hiring process can be a challenge. An ATS serves as a central hub for all recruitment activity, ensuring all documents, workflows and candidate interactions are visible, coordinated and secure. With all actions logged and recorded, there’s a full audit trail which not only supports compliance but also lets teams to check the status of open roles instantly.

So how does an ATS help hiring teams work together across different departments or locations?

Working across different departments or locations shouldn’t be a barrier to hiring. An ATS offers substantial benefits for teams split across multiple locations:

• All documents and candidate data are stored centrally and securely
• All actions taken within the system are logged
• Automated workflows prevent bottlenecks and trigger alerts for actions
• Shared notes and scoring cards help teams collaborate
• Role-based access across multiple teams or department
• Shared workflows and configurable dashboards

Some applicant tracking systems also offer mobile apps, these are particularly useful for hiring managers who are often balancing recruitment alongside other responsibilities. These apps help teams manage workflows and stay connected even when they’re away from their desks. Overcoming the challenges of distance, this centralised approach to hiring helps dispersed teams deal with sensitive data securely and collaborate seamlessly.

How scalable is the platform? What happens if we restructure or expand our recruitment function?

A good ATS will always flex and grow with your organisation’s recruitment needs. Whether that’s adding new hiring managers to the system, or reworking approval workflows to expedite time to hire.

Configurable applicant tracking software should always allow you to adapt the system without undergoing re-implementation. Efficient, flexible software will allow HR teams to make adjustments themselves, but providers should also offer support for these actions.

Post-hire insights to strengthen remote talent strategy

The benefits of using an ATS only grow over time. Long-term performance tracking, time to productivity figures, and engagement metrics all support recruiters to refine their hiring processes and make strategic data-driven decisions.

As well as data reporting, an efficient ATS will allow teams to embed multiple feedback loops within their hiring workflows. By consistently reviewing the candidate experience, hiring teams can constantly tweak and adapt workflows to ensure a positive candidate journey. These feedback touchpoints become even more important for remote or hybrid workers, who are less likely to have face-to-face onboarding or opportunities to provide verbal feedback.

Building these insight opportunities into structured workflows empower teams to focus on refining talent attraction strategies for remote hires, improving engagement, productivity and retention.

Can an ATS support internal mobility and succession planning initiatives?

With a growing trend towards internal mobility and skills-based hiring, the ATS is an important tool for developing internal talent too. Talent acquisition management software offers the ability to automatically post internal vacancies on an internal vacancy portal. When an employee applies, they are directed to an internal application form and an internal recruitment journey. The employee might be asked for their internal extension number and line manager, instead of requesting external references and the recruitment stages may generate a change of contract instead of a new starter contract

The role of an ATS in hiring remote and hybrid workers

A flexible, scalable applicant tracking system is a must have for modern hiring. From strengthening your employer brand to building deeper talent pools, talent acquisition software supports hiring teams in navigating the new challenges of remote and hybrid hiring, whilst providing a wealth of reporting for smart, data-driven decision making.

Reach ATS is fully configurable, bespoke talent attraction software that provides hiring teams with the continuity, connectivity and control teams need to hire locally or globally. No matter where your hiring team or your candidates are based, Reach ATS provides a smart, flexible and cohesive approach to hiring.

If you’d like to hear more about our bespoke ATS, and how it can help you hire smarter and faster, then Reach out and book a demo today.

References:

¹https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/whohasaccesstohybridworkingreatbritain/2025-06-11

² https://www.theguardian.com/business/2025/may/24/uk-work-from-home-british-staff-global-study#:~:text=after%20newsletter%20promotion,with%2054%25%20in%20early%202022