Remote working has increased by 80% over the past two decades and COVID-19 has meant a huge change in the way we work. Offering remote working opens up your candidate market when recruiting but also provides a number of benefits like increased profitability, productivity, engagement and retention.
Given the pandemic, remote work is now embraced by most and almost every single business around the globe needs to adapt to working remotely. Remote hiring challenges need to be carefully assessed. Below are some tips to help you develop and implement your own remote recruiting strategy when you can’t easily interview face to face.
Re-evaluate the interview process
Try to keep the stages in the recruitment process to a minimum and move swiftly on decisions. Talented candidates with essential skills are in high demand; if you have long recruitment processes, you are more than likely going to lose the candidate to another company.
Think about how you need to adjust the stages of your recruitment process; consider back-to-back interviews or booking a longer time slot to speak with candidates. If candidates are expected to take part in on-site assessments, think about how you can make this fully virtual but still effective. Assessment results can help identify top performers, highlight skill areas and allow more time to discuss other factors in the interview such as the candidate’s expectations and cultural fit.
Write an accurate job advertisement
While a job advertisement for a remote hire includes much of the same information as any job advertisement, there are elements of the remote hiring process you should include. It goes beyond summarising the essential job functions of the role and salary.
Be transparent about what you’re looking for: is the position remote-first, remote-friendly or mixed remote? Are you looking for employees to work in certain time zones? Are there any travel requirements for meetings? Try to include as much information as possible and explain why this position is remote and what your company’s remote work culture and perks look like. What works for one, won’t always work for others so let candidates apply based on your office’s remote work policy.
We have explored this topic in more detail in our job description blog, here.
The current climate is the perfect time to headhunt for great employees on social media. Not only is the candidate pool increased by factors such as furloughed workers, increasing unemployment and people wanting to change their career entirely, but those who are in employment are more likely to see and reply to a recruiter if they do not have their manager within view of their computer screen!
Be sure to post your job advertisements on the right platforms as statistics show 52% of job seekers prefer finding a relevant new opportunity on an online job site.
Choose the right technology for you
When carrying out interviews remotely, it is important you choose the right platform for you.
Use a video conferencing platform to conduct remote interviews. Every video conferencing platform differs and when deciding on which platform to use, it is worth considering the advantages and disadvantages: some providers only allow a maximum amount of time in video chat before it cuts off whilst others might require candidates to download an app or create an account.
The remote hiring process can be complex so once you have decided on your platform, stick to it. This will prevent any unnecessary confusion further down the line as well as time spent learning different platforms. Just make sure there is always a plan B, in case there are any technical glitches. Be considerate to personal situations others have working and interviewing from home.
Another option is to ask the candidates to pre-record a one-way interview in which they answer a series of questions.
Remember, technology is not limited to virtual interviews. It can also be used to help ease the HR process such as contractual agreements and other documents. DocuSign allows employers to create and manage agreements electronically, replicating the usual process of signing a document by hand.
Collaborative remote hiring
Collaborative hiring is a great way of getting your team involved in the remote hiring process. Future work colleagues will have the opportunity to assess, evaluate and get to know the potential hire. This will help you ensure that the remote hire is not only a good skill fit but also a cultural fit too. When involving your team make sure everyone is prepared in advance, the CV has been reviewed and the candidate has been discussed. Decide on the format of the remote interview and stick to a time limit.
Involving a wider team has advantages and disadvantages and too many opinions can weaken decision making if everyone is disagreeing. Make sure there is still a final decision maker who takes points of view on board but still moves forward.
Create a great candidate experience
Recruiting remotely should not affect your candidate experience. It’s important to remember, candidates who are applying for a role at your company may also be loyal customers, and a negative candidate experience can turn them away.
Your aim should be to build a seamless candidate experience, even for unsuccessful candidates. This involves keeping candidates informed with plenty of communication, managing time expectations as well as ensuring the recruitment experience represents your company brand perfectly.
Statistics show 83% of job seekers are likely to research company reviews and ratings before applying for a role. Take a look at your Glassdoor reviews, encourage feedback and have open discussions on how you improve your remote hiring process.
We have explored how you attract top talent by promoting your company culture, here.
NICOLA MONGON is the MD of Spotlight Recruitment, the leading marketing recruitment agency in the UK sInce 2008. Read our 5* Google reviews from candidates and clients to find out more. If you would like to discuss recruitment, you can reach Spotlight on 020 3008 4254 or email@example.com.