Each open position requires finding and hiring the right candidate. A CV, a few meetings, and some references aren’t enough to determine whether a candidate will be a good fit for your company. When you hire remote employees, those problems can be exacerbated.
If you hire someone remotely, there’s no face-to-face contact. Choosing someone you may only see once or twice a year will be a big decision.
Recruiting and recruiting for remote and hybrid work is similar to hiring in-office staff, but there are several factors to consider. To discover how to hire remote employees that will be successful, it’s critical to attract the appropriate talent and ask the correct questions to make a successful remote hire.
For example, if you hire Virtual Developers, you should ensure they have the right skills and experience. The following tips can help recruiters hire the best remote and hybrid workplace employees.
1. Check Company’s Remote Work Readiness
Before hiring someone for a remote or hybrid job, double-check whether your company is ready for it. This entails looking at your remote work rules, job descriptions, and business procedures.
Flexibility and remote working are about individuality and self-determination, but having standards to lay out clear expectations for performance and evaluation is a good business practice.
This not only gives employees instructions and goals but also gives the company standards for evaluating metrics and quantifying results and productivity.
2. Write full job descriptions.
Hiring relies heavily on job descriptions. Your chances of finding a good-fit person will increase the more detailed you are about what you want from them. This will help your recruiting team narrow down your applicant pool, saving them time.
Here are the things you’ll need to create a fantastic job description:
- A concise and clear description of the position
- A list of essential skills and qualifications
By taking the time to write a great job description, you can avoid making a bad hire. And when it comes to remote work, being clear about what you need from someone is even more important.
That’s because, with remote work, there’s less opportunity for face-to-face interaction and feedback. So if an employee isn’t meeting your expectations, it can be harder to figure out why and how to address the problem.
3. Maintain an applicant tracking system
With any hiring process, you need to have a way to track applicants. This helps you keep organized and ensures that no one falls through the cracks.
There are a few different Applicant Tracking Systems (ATS) out there that can help with this. Or, if you don’t want to invest in an ATS, you can use a simple Google Sheet or Excel Spreadsheet to track applicants.
The following are some things you’ll want to keep track of:
- Date of application submission
- How did the applicant hear about the job opening?
- Applicant’s contact information- Links to the Applicant’s resume, cover letter, and website or blog (if they have one)
- Any notes from phone screens or interviews
- The final decision on the Applicant (hired, not hired, etc.)
By tracking this information, you can ensure that every Applicant is considered fairly and that no one falls through the cracks.
4. Use video interviews
An excellent way to get to know remote job applicants is to interview them via video. Any remote job requires excellent communication skills, which are assessed through these tests.
Here are a few things to keep in mind when conducting a video interview:
- Make sure the Applicant knows the format of the interview in advance.
- Ask questions that assess both hard skills and soft skills. For example, to hire developers you might ask a remote developer about a time when they had to debug a piece of code. This question assesses their technical skills. But you might also ask them about a time when they had to work with a difficult team member. This assesses their ability to handle conflict and communicate effectively.
- During the interview, take notes so you will remember what each applicant was like. If you’re interviewing more than one candidate for the same position, this is especially important.
You can get to know remote job applicants using video interviews without having to bring them on site for an in-person interview.
5. Check applicant’s resume for remote work experience
Before the epidemic, more than a third of the US workforce telecommuted. Nearly half of American workers will work remotely by 2020, according to the BBC. As a result of COVID-19, we’ve been on the fast track to widespread remote employment, so finding people with remote experience has never been easier.
Hiring remote workers who have worked from home before is a good idea because they already understand the responsibilities and talents required to do so. You may also call previous employers to learn how they handled remote employment effectively.
Don’t write off people who haven’t worked from home before. Look for remote workers who have:
- Volunteered for leadership roles
- Been active in online communities
- Been self-employed
- Taken online courses
These applicants likely have the qualities you’re looking for in a remote employee.
By looking for remote work experience on Applicant’s resumes, you can find people who are already familiar with the challenges and responsibilities of working remotely.
6. Use assessments to evaluate skills
Assessments are one approach to ensure that your prospects have the skills outlined in your job advertisement. Whether you develop your test or use prebuilt tests from services like Indeed, you may get a clearer idea of who would be best suited for the position.
You should keep these things in mind when using assessments:
- Be clear about what the assessment will entail. Give applicants enough time to prepare to do their best on the test.
- Make sure the assessment is relevant to your hiring job. There’s no point in assessing skills that aren’t relevant to the role.
- Assess the results using a scoring system. Comparing applicants will be easier this way.
7. Describe your company’s culture to remote candidates
Job seekers are increasingly drawn to remote employment since it gives them a great deal of freedom. However, because so many firms offer virtual work now, you must distinguish yourself if you wish to attract top talent. One of the most straightforward methods to stand out is to encourage potential new employees about your company culture.
Your remote team members need to be part of an inclusive corporate culture. A lack of inclusion was responsible for nearly 40% of job refusals. The three fundamental phases involved in establishing an inclusive remote company culture within your business are as follows:
- Build awareness of the value of inclusion
- Take action to make changes in your company culture
- Evaluate and refine your efforts over time
By selling remote candidates on your company culture, you can attract top talent to your business.
8. Create a remote onboarding process
Set up a remote onboarding procedure for your new employee once you’ve chosen the employee you want to hire. This process should help your new hires feel welcome, answer any questions, and get them acclimated to the company culture.
Your remote onboarding process might include:
- A welcome packet that includes information about the company, the team, and the job
- A list of people to contact with questions
- A description of the company’s remote work policies
- An introduction to the team via video call or chat
- A tour of the company’s online resources
By creating a remote onboarding process, you can help your new hire feel welcome and get them acclimated to your company culture.
Conclusion
The success of a remote worker in your organization ultimately depends on you. Take the time to write your job description clearly, and develop interview questions and skills tests to help you discover suitable applicants.
Finally, ensure you have a remote onboarding method in place so your new employee can start immediately. You’ll be well on hiring and retaining the finest virtual employees for your company if you follow these guidelines.
Read More; Kwirmedia
