Remote job postings ask for more skills, study finds
Northeastern researchers found remote roles listed higher requirements than comparable office jobs across 28 European countries.
By Priya Raghavan · Science Reporter
3 min read
Employers raised the bar for remote jobs during the pandemic, according to new research from Northeastern University. The finding matters for workers because remote openings may offer flexibility while demanding stronger credentials than similar office-based roles.
The study, led by Northeastern management professor Zhenyu Liao and published in Administrative Science Quarterly, examined more than 50 million job advertisements across 28 European countries from 2018 through 2021. Researchers compared remote and in-person postings drawn from private job sites, public employment services, recruiters, online newspapers and company job boards.
According to Northeastern, remote positions generally asked for more from applicants than comparable on-site jobs. The researchers found remote postings listed about 25% more skills, sought 0.1 more years of work experience and more often required higher education credentials.
More applicants, higher screens
Liao said employers increased requirements as firms shifted toward remote work. He told Northeastern that the qualifications listed in job ads rose as companies began offering remote roles.
The researchers said one reason was applicant volume. Remote jobs attracted broader pools because applicants were no longer limited by commuting distance, and the study found they drew from 20% more applicants to as much as 10 or 20 times more than comparable in-person jobs.
That volume gave employers more qualified candidates to choose from and pushed hiring teams to use higher requirements as a filter, according to the research. One human resources manager interviewed by the researchers said a remote posting could receive 600 clicks in two days, forcing the company to raise the entry bar because the response was overwhelming.
Remote roles leave less room for training
Managers also told the researchers they expected remote hires to be more self-sufficient. Without office conversations, informal meetings, mentorship and routine training that occur in person, employers looked for workers who could perform tasks and solve problems with less help, according to Northeastern.
Liao said the move to remote work also changed how some managers assessed performance. He said managers placed more weight on measurable output, such as completed tasks and individual performance metrics, while giving less emphasis to teamwork and mentorship.
Liao described the pandemic-era shift as a period of “skill upgrading,” in which workers build new abilities to stay competitive during economic, technological or cultural change. He compared it with earlier labor shifts, including women entering manufacturing jobs during World War II and workers learning computing skills during the digital era, according to Northeastern.
Advice for employers, schools and workers
The researchers said employers should recognize that remote workers need independence, prioritization and scheduling skills. Liao recommended that managers create regular informal opportunities for employees to connect, so teams can preserve some of the problem-solving and relationship-building that happens in offices.
Jared Auclair, dean of Northeastern’s College of Professional Studies, said universities should respond by offering faster, customized non-degree learning options. He told Northeastern that employers want credentials more quickly than traditional degrees can provide, especially as artificial intelligence speeds up changes in required skills.
Liao also urged early-career job seekers to weigh remote roles carefully. He said remote work may be less effective for younger workers who need experience, skill development and a broader understanding of an industry.
This story draws on original reporting from Phys.org.