Comparing abilities, slowly identifying a candidate’s identity and building relationships with candidates is why many recruiters start gaining talent. This is an exciting challenge for a lot of people. You require best communication skills, inquiry tactics, and real curiosity. This becomes more and more difficult when you consider a distant vision. We also know that there is a shortage of talent and professionals in some parts. In fact, 78% of recruiters said that most skills will be even more in demand over the next 10 years. These numbers alone have helpless many recruiters to look outside the country for candidates. And for teams that hire remote workers.
Guidelines for Remote Recruitment
1.Video interviews are a basic skill
- If we are not able to do a face to face interview then it is the best way to meet the candidate through video interview instead. But not all candidates are able to feel comfortable in front of the camera.
- Practice video calling regularly and follow a few simple tips to calm yourself and your candidates:
- Before calling the candidate for an interview, give him all the information.
- It should also be ensured that if there is a problem with the internet connection, then plan B should also be there.
- Choose a place for an interview that is quiet.
- Check all your devices before the interview starts. This includes both hardware (headphones, microphone) and software!
- Take it easy to talk to them in a conversation.
- Establish a clear order of interaction with the candidates.
- Consider extending the recruitment process
Getting to know someone is time-consuming and candidates play no role, specifically if you think it is important to hire someone appropriately from the start! But if you consider the distance and virtual communication of the remote configuration, you can think about spending additional time on this process. We do this to know the person well, because we all work remotely, then we will not have time to meet in person. We can only meet once or twice in a couple of years, Therefore it is also important for us that before meeting the person, he should have a good feeling in our mind. So for us, the difference between remote recruitment and remote hiring is to extend the hiring process so we can get to know them all better. Whether you are adding an extra step or ordering a longer interview period, a longer process will help you get to know your remote candidates better.
- The focus on cooperation should be a priority
A collaborative approach is a great way to include your team in the recruitment process, both remotely and without it. But with a strong force on a real in-depth understanding of the candidate’s abilities, personality, and experience, it may be worth including your team earlier in the remote recruitment process. During the recruitment process, prospective team members get the opportunity to assess, evaluate, and get acquainted with potential remote recruiters. This will help you to make sure that remote recruitment is a good qualification, in addition to the cultural adjustment for your prospective team. Make sure that your ATS can serve multiple users and facilitate teamwork.
- Setting up a set of questions at your discretion
In addition to the standard screening and cultural adjustment questions, there are a few additional questions you would like to add for remote candidates. Think about your perfect candidate and how he or she manages to work from a distance. There are a number of key abilities that you should focus on, including time management, discipline, communication, stability, initiative, and others.
- Verify autonomy – What did you do and decide after the manager left?
- Test your personal drive – What did you do in the last 6 months to improve yourself?
- Review teamwork – How do you manage to work for more than one leader?
- Check communication preference – How do you stay in touch with colleagues, managers?
- Check Time Management: How do you prioritize projects?
- Adding a test or performance evaluation phase
Not everyone uses a trail day during the recruitment process. But when it comes to remote recruitment, trial days can be very useful to make sure the right selection of employees. Let’s say the candidate has passed basic tests, has an amazing profile, fits completely into the cultural environment and has also passed the phone screen with distinction. It’s time to invite her to a personal interview, right? I’ve seen candidates join the company and don’t do so once they’re in the position. It is really incredible to evaluate your value and commitment. If we meet a person, then we can think how difficult it is to hire remotely. If you want to make sure, whether the person you have hired is fit for your company or not, then give him a trial project before meeting your team member. Ensure that your candidates are able to achieve results before they are hired by an outside company.
- Remember that you are looking for a different profile
Sometimes people forget that remote employees require other abilities and even personal qualities. Your candidates require to know how to work remotely and proficiently. You can read more about remote employees here.
Key Characteristics for the remote worker;
Written communication – Most of their communication will be written. It is important that they know how to express, coordinate and collaborate through text.
Discipline – Remote workers should stay in the discipline and feel that someone is watching them. This goes hand in hand with a strong sense of responsibility.
Resolute – Remote workers have to work at different times and this means that in the office they may have to make decisions without anyone.
Interests outside the world of work – Working from home can make it difficult to “switch off”. Interests outside the workplace can help them avoid the risk of loneliness and possible burnout.
Remote work is not everyone’s cup of tea, make sure your candidates know how to work efficiently from a distance and have these key qualities.
Remote recruitment as a professional
Remote employment is a trend that many recruiters can’t avoid. And with a little leadership, you don’t have to avoid it anymore. Put the following points in mind when preparing for the introduction of a remote hiring plan.
- Develop your video interviewing skills.
- Consider extending the hiring process.
- Priority collective recruitment.
- Change your advertising tactics.
- Set up a series of questions.
- Add a test or performance evaluation phase.
- Remember the unique remote profile