7 Useful Remote Hiring Tips For Every Recruiter Needs

Remote hiring is the method in which a recruiter hires a candidate based on their skills and qualification but not based on their location. Remote hiring leads to remote work which benefits employees by offering them the option to choose the job they desire and deserve, without the worry to relocate.

But it is not a piece of cake to find candidates suitable for remote jobs and remote postings. Sometimes, connecting, sourcing, hiring, and selection process requires a workflow. Some of the known measures to find candidates include hiring a consultant, or an experienced Talent Acquisition leader, or some assistance.

Every recruiter wants a flexible and talented candidate for their company and when it comes to remote hiring, then the demand increases a little bit more.

A trusting remote candidate is a desire for every recruiter. No one can find such a perfect candidate waiting for them outside their office.

So, here we have some useful tips for finding that one candidate that can fit and work remotely according to the company.

Essential Remote Hiring Tips Every Recruiter Must Know To Hire Effectively:

1.   Building A Self-Impression or Brand Image

Attracting an A-one candidate requires an A-one impression or brand image. An attractive feature is not just for the candidates but also for the recruiters so that candidates apply with the hope of a bright future.

And the building of an image should be majorly focused online so that it can catch the attention of remote candidates situated in different parts of the country.

A digital impression of a company or an organization is what plays a major role in hiring remotely. Impressing the candidates through the careers page, about page, and all the relevant information regarding the company can be the primary step towards recruiting.

Building an image digitally is the vast space in which a company can explore candidates and get rewards in the form of applications.

Every company wants to hire and work with people who share the same values and they should hesitate in telling about what they are looking for in coworkers and what kind of qualities are most important.

Even if the recruiting of any candidates is from a specific city or country, it might be a futuristic investment to advertise open roles on local job boards.

Remote advertising and publishing about the job openings can attract a mass of entry-level as well as experienced candidates looking for jobs in the same sector.

2.   Spread the horizon of hiring

Many companies have three or five stages of the recruitment process especially when the horizon of candidates is vast. Make the process fun and exciting by creating too many hoops to jump through, or giving challenges that will show their interest and creative skills of the company.

A recruiter can also create some sourcing strategy that allows to proactively find talent through various online sources.

Make the remote hiring interesting by extending the time slot, the benefit of an extended process will provide a sufficient amount of time to communicate.

Take interviews both online and offline if possible and try to make the candidate friendly with the colleagues and the working language of the company.  Conduct remote interviews and compare among all the other candidates to choose the best one.

3.   Combine the forces to hire

If the hiring process is formed in steps or stages then it is advisable to add a whole different team for hiring remote candidates. Many organizations do have combined hiring teams only for recruiting process either remote or local.

A combined hiring team is also an open opportunity for the current colleagues of the company.

This also helps to create a new culture among the existed colleagues, gives them new experiences to interact with new candidates, and notices their behavior along with their recruiting skills.

Combine forces can be a very useful team in which everyone can fill different spaces in hiring remote candidates. People good with organizing tests can make some interesting cumulative tests, people good with communication skills can check the same on the new candidates, and colleagues with good observation skills can give a report on the body language or overall report of the candidate.

Digital marketers can also be very useful in creating an image of the company and the types of people the job requires with all other requirements to fit in.

4.   Organize Question Sets

Along with some neutral interview questions, culture fit questions, there are a few additional questions you may want to add for remote candidates as they are the exception.

There are a couple of things that can be noticed during an interview such as time management skills, discipline, communication, consistency, and proactivity, among others. Some questions can be framed to test autonomous working or other questions can also be framed to test resourcefulness, to test team collaboration, to test communication preferences, to uncover their routines and environment, and most importantly to test time management.

Some open questions can also be structured so that the candidate should not feel too confused. Open questions can be framed related to the past experiences and future expectations of the candidate related to the job profile and company policies.

5.   Offers To The Candidate

Along with the job or employment contracts, make sure to contact the candidate about the benefits that will be provided by the company. Especially for the remote candidates, these offers can impress them further and give them a strong reason to be loyal to the company.

Some of the offers or benefits can include memberships or gift cards.

  • If they are coffee lovers or admirers of libraries then some gift cards for their days in and outs with some discounts could be nice.
  • For people with families annual or seasonal vacation plans for remote employees so that they don’t need to commute and can relax will create a great gesture. This means that they’ll appreciate a small vacation plan or few days off from the working environment.
  • One of the most common and important offers is health and life insurance. Offering health and life insurance plans to employees and their loved ones, as part of their benefits package must be of a wide horizon so that they can use it at maximum stages.
  • For the employee professional development, especially remote workers seek to grow professionally while traveling or working from a distance and offer for designing career paths or training programs so that they keep learning.
  • A company could also offer tickets to conferences, enroll them in online courses and discuss how they can evolve within a company and make strong self-improvement.

6.   Policies For Remote Candidates

Not every company policy for a remote situation is the same. Some offices are “remote first”, “remote-friendly”, or mixed remote. Creating or communicating clearly about the dos and don’ts of a company policy will help you attract the right kind of remote worker.

The rules and regulations must be set from the recruiter’s side for the remote candidates. A set of rules regulations can be a document that will work as a guide during working remotely.

Communication is the backbone of the working culture of any company with their candidate. Keeping the policies crystal clear for the remote candidates can be found helpful.

A recruiter must have an accepted offer with all conditions met and a start date, salary, references checked, background check, and all the policies confirmed by the company’s board.

A remote candidate must know that anything can happen and often will.  And a recruiter is mentally ready to face if any candidate changes their minds, accepts a counter-offer, or fails in any tests conducted during the selection process. If any such situation happens, a recruiter should have backup candidates warm to save the day.

7.   Give A Reality Check Or Trial

Why it is important to give a trial period for remote candidates? Some of the reasons are:

  • A small training within the company or from a company can be good to understand about the company and their culture.
  • The interview tests and sections do not have enough interaction when it comes to remote employees, so one can imagine how different this is in remote hiring.
  • The practical working attitude of the candidate has to be checked and it should be kept in mind that the attitude cannot be judged from a piece of paper. A practical trial is important to see what the candidate can do and how they handle pressure or new people.
  • The experiment should feel like a part of a job or training rather than another examination so that the employee can understand and gel easily with the style of the company workforce.
  • Especially if the candidate is set to be a remote employee then the checking and assistance at some point in time should be done before the final approval and the date of joining.
  • Every candidate is different and the ones who are remote are very unique from every other candidate who got hired or wishes to get hired. Not all candidates require these trials but when important a recruiter should keep these hiring tips to find an eligible candidate for the company.

Tisha Garcia

I write with any knowledge that I have about this world, the words that I write are the reflection of my thought and how I see the world. I have written blogs about diverse things and still tried to share some knowledge about the things that I have seen and gained. Written words are just an inside thought of my mind which I would love to share and explore more.