Whereas in the old days working remotely used to be an advantage, this year has decided to turn it into a necessity for most companies that benefit from the infrastructure to do so. It is understandable that the desire for such change came from both employers and employment seekers, which is why the hiring process for remote candidates has become a point of interest for recruiters. The lack of “human touch” should not discourage recruiters, but actually encourage them to embrace this new trend and take advantage of its perks. This is how:
Build a Strong Online Employer Brand
A good employer reputation will help you attract talented and qualified people. If with local recruitment there is the advantage of people already knowing you, talking about you, or organically learning about an open position, with remote recruitment these benefits disappear. In the case of online recruitment, candidates will be able to learn more about you from your digital presence.
That is why it is important to show your “face” online and prove that you are trustworthy. You should communicate openly about the culture of the organization, and offer candidates a truthful image of the context in which they could potentially activate as part of the team. For example, you can create career information pages on your website, or you can showcase your company’s activities on social media more often. You know what they say – “A picture is worth a thousand words”.
Be Very Clear About Describing Your Working Process
Provide all relevant information on how the work process looks like in your organization. People who work remotely will be expecting to find out what their obligations and responsibilities will be right from the start, as well as what level of flexibility the company offers, and whether it is possible to see what a day at work as part of the company looks like.
Define what “remote” means for you. For some companies, “remote” does not necessarily mean that employees work from home 100% of the time. You may need to come to the office a few days a month for meetings or training courses. These issues need to be clarified from the outset.
This process will also help you define how flexibility is understood in your company. Are we talking about a remote job during the pandemic? What happens when things go back to normal? If the remote nature of the job is temporary, make sure this is clearly communicated in the job description.
Create a Comfortable Experience For The Candidate
Even if the interview takes place online, do your best to create a pleasant atmosphere. This will allow your candidate to relax and show you his true qualities. Face-to-face interaction is important for establishing a profile, but if this is not possible, organizing a video conference can turn out to be just as exciting. Nevertheless, you will have the opportunity to observe body language, but also the level of experience in communicating through online platforms (a very important skill to look for in remote employees).
If you have the opportunity, you can also take a virtual tour around the office, you can introduce the management team and touch on other aspects that are descriptive of your company’s culture. Hiring a remote employee will require spending extra time on creating a familiar workplace environment.
Use The Right Keywords
Make use of the right keywords in order to optimize your search engine ad. Just as you use job-suggestive titles, add the word “remote” to your job description. Using the right words will help candidates understand what they are applying for from the start. Here are some relevant keywords you can use:
- work from home
- remote work
- work from anywhere
- home office
- virtual job
- remote company
Look For Essential Skills
The ability to work independently, collaboration skills, and proactive communication are just a few qualities that have proven to be absolutely necessary for a remote employee. If you hire someone remotely, you need to make sure they are able to manage their own time and make independent decisions. You want to find people who are open-minded, adaptable, and show good project management skills. Also, given the lack of face-to-face interaction, communication is essential to maintaining the right direction in the development of the project/team.
Look for people who can articulate ideas in writing, but also have the ability to listen carefully. Conducting a pre-employment assessment can help you filter the applications you receive and narrow down your options based on the essential skills your company is looking for in a remote employee.
Ask The Right Questions
When recruiting for a company with remote roles, you need to discover some aspects related to the candidate’s motivation and autonomy. Here are some questions that may uncover the information you are looking for:
- How will you do to stay optimistic/motivated while working from home?
- In what part of the day do you feel more energized and productive?
- What do you think is the biggest advantage/disadvantage of working from home?
- What would you do if your manager was absent and you had to make a decision about…?
- What are 3 actions you have carried out in the last year for personal development?
- How would you describe your remote workspace?
- How do you prioritize projects when you have a long to-do list?
Hiring remote employees is a wonderful learning experience for any recruiter, and an opportunity to bring people together through technology. Any remote recruitment process should be customized to describe an organization truthfully, allowing remote employees to perform and grow in a real working environment, despite its digital nature.
This content is brought to you by William Ford.