The impact of global events over the past few years has caused both employees and employers to rethink their approach to work. As a result, almost every country around the world has had to adjust its methods of hiring and working. Businesses have had to find ways to keep reliable employees on board while also utilizing technology to be more flexible and accommodating.
These changes are especially relevant when it comes to recruiting workers who are looking to work remotely from the start. While the idea of hiring remote workers can seem like a bad idea, it is actually advantageous to both the employee and employer. Benefits of remote working include:
The world is finally beginning to understand the benefits of remote hiring, but the concept still leaves some businesses and recruitment agencies unsure about how to move forward. Consider the following if you’re interested in knowing how recruiters adapt with remote hiring:
Recruiters do this because it’s the way job postings have always traditionally been done. Yet when looking for qualified remote workers, the details in your advertisements need to be descriptive and transparent. Be sure to use straightforward details about what is required of the position as well as relevant information about the company that is hiring.
Another change to consider is to take to posting your remote position on more targeted platforms. While you might still find the perfect fit on a traditional job site, there are popular remote advertising sites targeting people who are actively seeking a remote position. Promote your job on Remote OK, Remotive Jobs, We Work Remotely, and any other platform where remote workers are seeking jobs.
Be sure to include targeted words that will help job seekers to find your position like “work at home,” “remote job,” or other pertinent phrases. If the job position is easy to find by both searchers and search engines, then the faster your ad will reach your target audience.
It can also help to clarify why the position is remote instead of on-site at the business. Be succinct when you lay out expectations for remote communication with the office, how any collaborations should work, and detailed explanations about logistic tools as well as contact information to whoever can help with different aspects of the job.
Consider the positive aspects of being a remote worker for a new recruit and detail them in your job description. The phrase “remote-friendly” has become something that is coveted by many remote hires. Remote-friendly agencies are seen as a workplace where remote working is valued and will continue to evolve while implementing the best policies for their employees.
Don’t leave out any pertinent information that can give a potential hire the desire to apply for the remote job. Hiring remote workers is becoming more and more competitive, so recruiting efforts need to be as direct and informative as possible.
Don’t take on all of the responsibility needed to prepare for the new talent. Each person on your team is there because they have an understanding of the work culture and how to assess a candidate’s experience, skills, time management, motivation, and more. Input from an entire team can help to eliminate certain applicants while recognizing the ones who seem like a good fit.
The most obvious obstacle in the remote hiring process is the challenge of communication. Even if you use video to meet with potential hires, it’s not as easy getting to know someone that way as if you were to meet in person.
One way you can help to make the recruiting process easier is to establish a realistic timeline for each hiring goal. Some recruiters ask candidates to complete a short task at home to be able to see how the working process will go with each person.
If a small task doesn’t seem adequate for the position, ask the potential hire to “work” with you for an entire day. You can offer a small stipend if you like, but most confident job seekers are willing to prove their worth if they are assured of their ability to meet your expectations.
You can also lengthen the time that you spend in interviews to really work at getting to know a person. If you find that you recognize what your interview process is lacking and that you’re holding up filling the position, simply adjust your process accordingly.
Once you’re able to personalize and streamline your hiring process, a little extra time won’t be as frustrating when you’re ultimately able to find the right fit for the job.
Assessing a remote worker’s skill set isn’t always easy unless you tailor your interview process to reveal the qualities you want for the position. Some recruitment companies ask their interviewees to engage in role-playing as a way to see how they would handle specific situations.
If you’re comfortable with this technique, be sure to change the questions to suit the situation to try and discover if the candidate is decisive, proactive, consistent, and good with communication. For example, you could ask:
Don’t think that you have to limit yourself to one method of interviewing candidates. Select one or all if that can help you narrow down potential hires.
Be sure to let your interview candidate enter the video meeting first. This prevents you from having to wait and it can take the pressure off of the candidate for not getting there first.
Also, take some time to exchange pleasantries and engage in a bit of small talk. Finding even the smallest bit of common ground can put both the interviewer and interviewee at ease.
Even though you might feel like you covered everything there is to know about the position from your job posting and interview process, you should always continue to go over all of the details of the job, the company’s culture, and expectations of the new employee.
Many recruiters will schedule multiple meetings with a new remote worker to go over repetitive details. Studies show that the more someone sees or hears something, the more likely that they are to remember it. Meetings should be conversations where you open the door for questions and clarifications about anything, even if you’ve already gone over it before.
Be sure to supply your recruit with the information they might need for questions and support. Technical support and all relevant administration contact details should be made available at the start of the onboarding process.
Certain remote jobs may need to provide a new employee with a trainer or mentor. This person’s job is to make sure that the new worker remains engaged and is learning the ropes throughout the onboarding process. Having a single person actively engaged to help them be successful in their new role can help any transition processes go much more smoothly than an experience without one.
The right onboarding system should be able to provide all new employees with access to things like the employee handbook, training materials, templates, and so much more. You can also update or add anything to the system without having to make multiple copies and correcting outdated information.
The first days of a new job are always stressful, but using a dedicated onboarding system can help smooth out the process. You can also personalize each new worker’s onboarding experience, helping them to feel connected with their new employer’s office.
Whether you’re looking to hire for a local remote position or you’re a recruitment company in Thailand, hiring and bringing on new remote workers has become more normalized than ever. While the start of remote worker recruitment can be time-consuming, the results are worth it in the end.
