Remote hiring is not a new concept in the hiring season. It’s as popular as any essay writing service during an academic year. Yet, due to the pandemic, not only screening applications but conducting interviews has almost completely shifted online which comes with its own set of challenges.
Adapting to this new era of fully remote work, employers can now benefit from hiring international employees and attracting top talent from all over the world. This is helpful in hiring professionals from specific locations who have a knowledgeable point of view of the area.
But in order for remote hiring to be an efficient and painless process for both the employers and the candidates, we have put together some smart strategies adopted by companies who frequently hire remote employees:
1. Advertise On Social Platforms for Remote Jobs
Since the work is remote, the job should be advertised on platforms where the candidates mostly go to look for remote jobs. There are many such platforms and social media networks that are dedicated to advertising remote work, and this will help in filtering out people who are only interested in physical workplaces.
You can still use your regular advertisement platforms but make sure that you highlight the fact that the work is remote. Apart from making the screening process easy, it will help in making the onboarding process easy since everything is being communicated online through an interactive channel.
2. Recorded Video Introduction
Along with applications, employers can ask the candidates to provide a one-minute introduction of themselves and why they think they’re a good fit for the job. Or ask them to list their relevant experiences. Once you’ve sorted through the applications, the video introductions will help you decide which candidates are suitable for an interview. This makes the screening process much easier and shows the seriousness of the applicants toward the job. This also gives a head start for which are the potential candidates for the job based on their introduction and experience and reduces the time you need to go through individual applications.
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3. Check for Tech-savviness
There will be no doubt many experienced and qualified applicants for the job, but since working remotely is a requirement right now, the candidates must be tech-savvy and be able to adapt to the company software used for communication, etc. Make sure you list this as a criterion for eligibility, and along with their qualification and experience, you check whether or not the employee is fit for a remote work environment.
4. Use Candidate Assessment Tools
Using synchronous and asynchronous means of assessing candidates is always a smart decision, whether it’s a remote job or not. But with remote work and a large number of applications and video introductions, there are recruiting tools that help compare candidate answers and view recorded interviews to help the hiring committee make a better decision. For example, You can ask some questions for candidates to answer in their recorded introduction, and the assessment tool will help you compare those answers and make the whole process much easier.
5. Set Clear Expectations
There are certain rules and boundaries regarding work ethics, deadlines, communication, etc., that need to be very clearly identified before starting remote work. For example, while hiring international employees, you might face time zone issues which will create communication problems. Discuss things like availability and which time zone they will prefer working in, theirs or yours. Getting precise about these things will help your team work better and make communication smooth.
Remote work has been around for a while, but a complete remote hiring and working process is something that employers have had to quickly adapt to during the pandemic. Keeping these strategies in mind will help you not only make the hiring process easy but also expand the horizons of your company by attracting top and global talent.