Remote work has been a prominent aspect of business for quite some time now, but the recent COVID-19 pandemic has quickly transformed this work model from a wonderful benefit into a real need. As a result, the recruitment process has also shifted to the digital world, forcing recruiters to discover and hire candidates in entirely new and unfamiliar ways.
If you’re beginning to move online as well, here are some of the most important things you should know about remote recruitment and creating more efficient online recruitment processes:
Writing a great job description.
Firstly, you will have to determine exactly what you are looking for in the right remote worker. You need to decide on the exact roles and positions, see whether those jobs could efficiently be performed remotely, and then move on to writing a good job description.
In an effort to appeal to a larger pool of top talent, the job description will have to be interesting and engaging. Use the correct words to describe roles, clearly state all job responsibilities, share crucial information about the company, and visibly state the necessary skills and experience. Consider describing your company culture as well, to ensure you appeal to the best possible fit.
Attracting the right candidates.
Attracting the most suitable candidates is key to a quick, streamlined, and successful recruitment strategy. However, you will need to utilize a number of different tricks to attract the best remote employees, along with a good job description. For instance, you can share your company’s core values and main objectives, show testimonials from current employees, display interesting corporate events, choose the right online platforms for advertising, build a more professional and trustworthy employer brand, and even consider creating a more flexible and supportive work environment. Although small, these aspects speak volumes about your business and company culture, enabling you to only attract the most desirable candidates.
Hiring an employer of record.
With the advancement of technology and a wide array of available opportunities, there are many different ways remote recruitment can be conducted nowadays.
However, working with an experienced EOR (employer of record) is still the best option. This professional organization will be able to take on the administrative and legal aspects of employment, such as managing the onboarding and payroll processes, handling tax obligations, and producing HR-related items, thus allowing you to focus on more important aspects of the business.
What’s more, a good EOR will also have access to a large pool of the best international talent, enabling you to hire excellent remote employees that you might not have been able to attract otherwise. This blog post by Remote explains how using an employer of record makes the onboarding process very easy. Additionally, if you’re targeting a specific market, Remote offers country-specific guidelines to help you understand how to hire and pay individuals from all around the world.
Screening potential employees.
When recruiting new remote workers, your screening methods will likely need to be different as well. Begin as usual, by outlining the most important requirements, defining the best spectrum for screening candidates, and creating a list of relevant questions regarding their remote working preferences, scheduling habits, work motivation, and handling of urgent tasks. You can use different methods for evaluating different aspects of a candidate’s performance, such as analyzing verbal capabilities through phone calls or utilizing emails to test writing skills and timely delivery. Giving candidates a specific task to complete can also be great for tracking skills and performance while going through their social media could give you a good insight into different aspects of their life.
Hosting an online interview.
After you have shortlisted the best potential employees, the next step would be to conduct online interviews. While this could be done in a number of different ways as well, it’s always recommended to prioritize video calls, as they give you a unique opportunity to analyze candidates according to their body language and facial expressions. When holding these online interviews, you should attempt to take relevant notes as frequently as possible, remember that it’s your responsibility as a recruiter to create a relaxing and comfortable environment for all applicants and make it a point to prepare all the necessary questions in advance, to ensure the entire interview process goes smoothly.
Training and onboarding.
Once you have finished interviewing candidates and chosen the most suitable employees, getting these people on board will be the final step. If you want to begin training new workers immediately, it’s best to prepare a remote training structure and materials in advance. All the tools and systems used to facilitate remote working should already be aligned, to ensure your remote employees can start working from the get-go. Then, you can begin introducing your new workers to existing teams and start the trial period immediately after familiarizing them with all the necessary procedures.
Although challenging at times, remote recruitment can quickly become a seamless process if you follow the right procedures. So, use the tips mentioned above and tailor them to the needs and requirements of your company in order to hire the best possible remote employees.