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Top 10 Tips on Remote Hiring

Top 10 Tips on Remote Hiring

Remote hiring is here to stay, don’t be shocked if you hear this too much off-late. As a recruiter, embrace remote working options and be assured to find plenty of opportunities.

 

In the post-pandemic era, you can attract talents by providing remote jobs because talents are willing to continue working on flexible grounds as they did during the lockdown.

 

Many organizations and their leaders have adopted remote working environments and adapted to agile workplaces and new employment models.

 

As per the Recruitee report, 94.6% of survey respondents stated that their company is currently working from home, 52% of the survey respondents indicated that they do not have a remote hiring policy, and 54% of respondents stated they don’t have a remote onboarding policy in place.

 

With all the data, the recruiters should step up in the remote hiring strategy and be prepared to face a major shift in workforce structures.

 

Now, let’s pay heed to the talent acquisition strategies for remote hiring.

 

Remote work will be dominant globally, so if you don’t want to face employee retention problems, follow these best practices.

 

Let your job title speak

 

Have easy and clear job titles, instead of fancy ones that you can’t relate with. Also include the remote work option in bold because it will bring the right talents to you, who are keen on work from home jobs. Include a job description that precisely lets the candidate know what they need to do when hired for the position.

 

Attracting alternate workforce structures

 

To maintain flexibility in the workplace post-pandemic, attract talents who are ready to work without somebody having to monitor them. Commitment and achieving deliverables is the key to remote jobs. If the candidate is able to achieve it you have the right person in place for the job. However, you can also recruit many talents in contractual roles and then gradually move them on-role if they are suitable for the remote work-life as per your expectations.

 

Think beyond location

 

Remote hiring means that you have a scope to hire good talents from a wider landscape. So you can actually overlook local talents. If you still want someone who can stop by at the office every now and then you can hire local talents as well. If you are hiring out-of-state talents, be open to offering relocation benefits and travel allowances if you are looking for a candidate to travel post-pandemic. A combination of local talents and diverse talents found in other parts of the world can collaborate and strengthen the workplace. So use the opportunity to tap the right talent.

 

Rely on Social Media

 

Social media platforms can help you find talents across the world. List the job openings and reach out to great talents. In the current scenario, everyone in some way or the other connected through these social media sites. So promoting your company’s brand or posting job openings on LinkedIn will fetch you good results. LinkedIn now has almost 740 million members with over 55 million registered companies. Then see how easy a platform it will be to find talents for remote hiring.

 

Engage in virtual hiring

 

Everyone and everything is on standstill mode, with no or less scope to travel, opt for virtual hiring. This process makes your life and the candidate’s life easier. Video conferencing and telephonic interviews are the new norms. It is up to you to create a trust-based relationship with your new hires. Ensure you provide a smooth transition process from interview to onboarding to the new hires. Say yes to automation and virtual orientation, be mindful it is not as easy as reporting in the office and remote onboarding requires constant nurturing and acknowledgment.

 

Use Applicant Tracking System (ATS)

 

From interview to onboarding, use the ATS. This way you can track candidates throughout the remote hiring process. Even when there is a change in the recruiter, a different HR can contact the candidate as ATS will have the records clear. Anyone accessing the ATS can find the resumes in one place, the status of the candidature, and the actual reason for hiring or rejecting a candidate.

 

Automation and process-driven

 

Automation and process are very essential for remote hiring. Invest in systems and processes that aid remote workers to feel at ease and work productively. Create communication platforms, such as chat rooms, talent groups, virtual events that will facilitate the remote workers' welcome and included. They can also ask and clarify their doubts using any of these forums.

 

Target the Next-Gen

 

The next generation is moving with the time and is quick to grasp the technology or work when trained. Hiring freshers right out of college can be ideal for some jobs, so be ready to conduct on-campus drives virtually and pick the right candidates with niche skills. They are already learning remotely, so working remotely can just be a cakewalk to them.

 

Explain and never assume

 

When almost everyone is working from home, not all will have answers handy. Especially new hires will have a lot of questions, so it is advisable to explain and set expectations right. When they have questions or concerns, be available and don’t assume that they will know or can find answers somehow. Similarly, the new hires who are working remotely need to communicate and gain clarity instead of assuming things on their own.

 

 

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