Social media is a valuable tool when it comes to recruiting remote candidates. Use social media to post jobs, both from your own accounts and in industry groups on Facebook and LinkedIn. Encourage your recruiters to have an active presence on social media, making them available for candidate questions.
Also, be prepared for a video interview, and that doesn’t mean dress your best (although you should). Take some time to move things out of your background, so it isn’t distracting. If you are a candidate looking for work, don’t forget to visit our job board and save it to your favourites. Knowing the key hard and soft skills are important not only for you but for the applicant as well. This can be skills like a programming language such as Javascript. Once the hard skill boxes are ticked this can then help narrow down your choices to a more relevant talent pool.
Best practices & tips for remote hiring
As a result, you risk ostracizing your remote employees — unless you consciously build a remote-first culture. As big a perk as remote work is, feeling left out of onsite bonding activities or perks — like after work drinks, lunches, or meetings scheduled in person — isn’t good for your wider https://remotemode.net/ company culture. In the long term, hybrid models can leave people feeling disconnected, overworked, and ineffective due to the mistakes companies often make when they start going remote. However, hiring remotely expands your talent pool from your immediate area to, well, every area.
- It helps them get a fuller idea of not only how you work but how you work remotely.
- Your onboarding program should clearly communicate your remote-first work practices and make it easy for your new hires to start collaborating without stress.
- Every stage of the interview process needs to have a purpose and interviewers need to know what they are evaluating in each step and how to do that.
- Schedule a discovery call with our team today and experience first-hand how DistantJob can elevate your success with exceptional global talent, delivered fast.
- It’s best to conduct the interview via video so you can observe non-verbal cues and communication skills.
- VideoAsk is a survey tool that allows companies to create interactive video questionnaires that can be used for recruiting and onboarding.
If you get encouraging responses, continue following up but delicately. Keep your pipeline moving with Video Interviews, a premium one-way screening tool from Workable. For example, Buffer is a remote-first company and its employees share how they organize their own schedules to achieve work-life balance.
COMPANY
Many tools double as applicant tracking systems and allow you to screen applicants. Use project management tools for internal communications, discussing hiring goals and processes, and keeping track of remote job candidates. During 2020, as most companies transitioned to the remote work model due to the pandemic, more people got to experience what working virtually was like.
Communicating culture helps to find the right language to attract candidates sharing your values. At DistantJob, we realized that seven days is the average amount of time for an employee to integrate and adapt to a company’s culture and workflow. After ten years we finally got the hang of it, and created a guide about it, for you to check. So, during these days, it’s the perfect opportunity to set up meetings with them, explain how things work in the company, set up your expectations, and try to keep things as clear as possible. Another challenge can be getting candidates to sign on the dotted line quickly as to not slow down the hiring process. Instead, send a digital offer letter to close the deal immediately.
Culture and Values
Probably the big difference is that you look harder for personal passions. If they are turning up to work remotely every day because they have to, it won’t work. They have to love the role, or at least aspects of it, and it has to enable them to do the thing they love the most in life outside of work. After we have a contracting agreement in place, candidates go through an Onboarding and Orientation process.
That’s one of the advantages of being a relatively well-known remote team. The ‘remote’ aspect of what we do is very appealing and attracts great people to us. Our top priority is culture fit and we usually introduce the new hire to the wider team remote interview meaning as early as possible, if we feel they’ll be a good fit. We also rarely hire directly–we use contract-to-hire methods usually, and look to find a project where we can have a trial-run, before actually committing to hire a full-time employee.
Plus, it can’t be that difficult to hire remotely because everyone wants to work from home. While some changes may be permanent and some are likely temporary, the new normal means that, for right now, many things are going remote. Yes, this means jobs and networking events, but it also includes the hiring process for job seekers. If a candidate has great experience that means they will start on the right foot which can, in turn, mean decreased turnover in the long run. Building trust starts with a flawless onboarding experience that can ease new employees swiftly into their new position and be productive from day 1.