Recruiting remote employees brings new challenges of its own for your business.
You need to redesign your current strategies if you want to have a successful hire. This means accommodating the new factors at play such as the lack of face-to-face interaction and difference in location.
By understanding the challenges you might face, you will also learn how to overcome them.
According to PwC, 55% of the global workforce will continue to work from home at least three times a week in the coming years. This just shows that remote work setup will eventually become the “new normal” for companies around the world.
It is high time that you develop an effective remote hiring process for your business.
With that, here are some of the best practices on how to effectively hire and manage remote employees.
1. Invest in reliable technology
As your business shifts towards remote work, you also need to embrace full digital transformation for your recruitment process. Almost everything will be virtual—from attracting talents, conducting interviews, and onboarding new hires into the company.
You need to invest in the right technologies to hire remote employees successfully.
Nowadays, there are countless options available for your remote hiring needs. This includes recruiting software, HR software, project management tools, and video conferencing tools.
These tools can provide you with automation functions to source talents, screen qualified candidates, and track applicants’ status.
Software systems like Prehireforms can even help you create role-specific pre-hire forms to automatically disqualify candidates that don’t fit the bill. By leveraging the right technology, you can reduce time in finding the perfect hire and streamline candidate experience.
2. Define your ideal remote candidate
There are new factors to consider when working from home. Hence, it only follows that you need to redefine your ideal candidate for a remote position. You can’t just use the same criteria for your office workers.
Factors such as the working environment, functional equipment, and technical skills have a significant impact on how efficient and productive they will be once hired.
Of course, you can’t completely disregard key requirements for niche positions.
For example, market research analysts would often need a marketing, business or economics degree or anything related to those fields. This is a requirement that you should consider keeping as you look for new remote employees.
When redefining your ideal remote candidate, focus on their communications skills, self-discipline, and working conditions.
3. Keep communication lines open
Communication is vital for a smooth and satisfying candidate experience.
However, many businesses struggle to keep in touch with candidates especially after interviews. More so now that the entire hiring process is done virtually.
This can affect your business’ reputation in the job market and alienate potential candidates in the future.
Hence, one of the remote hiring best practices you should implement is keeping communication lines open.
Nowadays, you can take advantage of the various communication channels available for your business. You can use messaging apps, emails, and social media platforms to keep in touch with your candidates.
Moreover, you can even automate the process of disseminating important information such as interview dates, callbacks, and the final results.
This way, you won’t leave anyone hanging during your remote recruiting process.
4. Evaluate candidate’s fit with the company
The lack of face-to-face interactions can make it harder for you to determine whether a candidate is fit for your company’s culture.
By visiting your office, potential hires can experience your work culture firsthand during their application process. But with remote hiring, you must find different ways to evaluate their fit with the rest of the company.
One great alternative is to test a candidate’s adaptability skills. You can administer in-depth assessment tests, surveys, or interviews that you can actually score your candidates on.
Make sure that these questions would align with your company’s core values, objectives, and mission.
5. Personalize candidate experience
Each person has different remote work experience.
The difference in environment, equipment, and location can impact their performance during the hiring process. This can leave some candidates at a disadvantage, hindering them from showing their full potential during interviews or assessments.
Hence, there is no one answer when it comes to the question, how to hire remote employees?
Consider personalizing recruitment processes for candidates.
There are many ways to do this. For one, you can provide the option to take a synchronous or asynchronous recruitment process for those interested in the position. This means certain parts of the application process, such as assessments and interviews, can be done offline or in real-time.
Another way to personalize candidate experience is by letting candidates schedule their own interviews and examinations during recruitment.
Finding the perfect fit
New factors are at play when hiring remote employees. Hence, you must reevaluate your current strategies if you want to make a successful hire. Nowadays, there are various tools you can use to optimize your recruitment process. So get on with the times and explore how these technologies can help you improve candidate experience. Check out software like Prehireforms to learn more.