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How Recruitment Company Adjust with Remote Workers?

  • 09-11-22
  • user Richard Malpeli

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:

  • Better productivity
  • Compelling savings
  • Improved overall health and wellbeing of remote workers
  • A diverse and productive employee pool
  • Flexibility to accommodate different time zones

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:

  • When you’re ready to start looking at candidates for a remote working position, do your best to make your job post as clear as possible. Sometimes remote hiring agencies bog down their job descriptions with hype and wording that only applies to a specific pool of talent while leaving out the specific details required to perform for the position.

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.

  • Even if you’re new to remote hiring culture, you can adapt to the ways that are working for other agencies to make yourself more accessible to possible perfect recruits. Don’t leave out any duties for the position and include any expected outcomes and tasks required for day-to-day operations. Have a clear remote work policy that states firm objectives, restrictions, and expectations.

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.

  • A lot of work goes into attracting and hiring new remote talent, so utilize your best assets: your team. Everyone around you has a purpose and can contribute to what should be required of a new hire and how to communicate every requirement. 

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.

  • Hiring for a remote position takes time. Sometimes the process can seem like it will never end, but patience will pay off in the long run.

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.

  • Every recruiter has their preferred set of questions they use to sort through potential remote workers. But if you are newer to the remote hiring game, you might want to consider adding a few more interview questions to your repertoire.

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:

  1. Give me an idea of what a safe and healthy work environment would look like to you.
  2. How do you go about organizing and scheduling your day?
  3. What do you do to stay focused while you work?
  4. What do you do and what tools do you use to stay in communication with coworkers?
  5. What kind of experience do you have in working remotely?
  6. What attracts you to the remote working lifestyle?
  7. Do you use any tools to help with communication and collaboration? If so, which ones?
  • If you feel like your interview questions just aren’t helping you to narrow down your talent pool, you can ask candidates to complete assessment tests. Familiarize yourself with testing services that can help you identify good candidates for the position. You can test for skills, comprehension, software kills, personality tests, and much more.

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.

  • Take the time you need to get comfortable with video interviewing. There are tons of programming and app options for you to choose from and they all offer something different. Take advantage of any free trials to test out what the service offers and go from there.

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.

  • Once you’ve prepared, adjusted, and fine-tuned your recruitment efforts, all of your hard work will pay off when you onboard the perfect hire for your job. All of the interviewing and testing laid a lot of groundwork for this moment. 

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. 

  • Always make your expectations clear and make all of your policies crystal clear. If your remote worker begins their employment with a trial period, this gives you a good opportunity to set up multiple targets and check-ins to make sure your employee feels connected and supported. 

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.

  • Check-in with your remote worker from time to time outside of any scheduled meetings. Sending a quick message to ask how things are going while offering to answer any questions can help the worker to feel like a part of a community while still working remotely. Some companies have their remote worker’s supervisor send them a personal welcome message to acknowledge their role in their workplace. 

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.

  • When appropriate, consider establishing an onboarding portal for your remote workers. This can consolidate everything a remote employee needs into one place. Many recruiters have all of the things a new recruit needs in multiple places. This can be overwhelming and creates a lot of extra work for existing employees each time a new recruit comes along.

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. 

Remote Work from Anywhere in the World

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.