Remote hiring : How to do it

The coronavirus outbreak has changed the method you seek for, interviewing and recruiting employees; however, it hasn't altered the necessity for companies to locate and find great candidates.

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As more businesses adjust to the new norm it’s vital to keep up-to-date and adapt your recruitment methods in line with the present remote realities. Use our comprehensive tutorial on remote screening interviews, interviewing, hiring, and onboarding to keep your business ahead of the pack.

SEARCH AND SCREEN

The first step of the process of recruiting is to find the most qualified candidates for your job and then screen the candidates who are qualified. Below are the four essential steps you should follow when you are looking to hire the ideal employee for your company.

Articulate Job Descriptions properly

identify the perfect person for the job, it is best to establish the job that you want to fill, as well as the necessary skills and experiences to fulfill the requirements of the job. Instead of relying on the generic job description or list of all the required skills make sure to make your job description as detailed as you can.

For instance, rather than listing out the most basic requirements for the job of the call center you’re trying to fill, dig deep into the specifics. What would an average day be like on the job? What kinds of questions or requests does the position be most likely to handle? What are the criteria for success in this position?

A clear job description can help establish clear expectations for job applicants at the outset and boosts the likelihood of finding candidates who align with your needs.

Use power of your network

Finding talent from a distance isn’t easy to gain a clear picture about the personality of a candidate and their overall fit with your company. Connecting with your professional and personal contacts in the search for candidates can aid in avoiding these problems by providing additional background.

Your network can recommend qualified candidates not only based on their skills but also on what they know about an individual candidate.

A staffing agency is also beneficial since you’ll have access to more people and an even larger pool of candidates. The staffing firm manages the screening process for you, making sure that the candidates who land at your desk are perfect for the job.

Analyze work experience of each resource

Making an application for a job is a stressful process even in the most ideal of situations. When you add a global pandemic to the mix, what’s already a stressful process is complex, especially for those who are less experienced in how to hire. It is crucial to take into account the experience of the candidate when designing your remote hiring procedure.

How can you ensure that you have open and transparent communication with applicants? Are you able to provide resources or refresh your FAQ page to ensure that candidates can easily find the information they require? If you can make your system better, the less burden it will be for all of us.

Define your process and follow it with some adaptation

Remote hiring is expected to continue at least shortly, which means you’ll need to ensure that the screening, interviewing, hiring along onboarding process is reproducible. It’s not a good idea to repeat the process with each new position. It’s worth taking the time to plan and outline an outline of the procedure that will save you time in the future.

When you are creating your remote hiring procedure, these questions could be helpful

  • Who is required to participate in the selection process? And what are their roles?
  • In the course of the selection process, how do candidates be assessed?
  • Who is responsible for communicating with the candidates and keeping up-to-date with all relevant parties?
  • Have you got touchpoints into your system that permit the hiring team to review, talk about and then adjust as necessary?

After you’ve laid out your plan then it’s time to begin the interview process.

Process for interview

You’ve narrowed the choices of applicants. Now, you need to figure out who’s the most suitable for your position. You can ensure a flawless remote interview for each opportunity by following the three tips:

Choose proper space

If you aren’t at work while conducting interviews, the best solution is to establish an HHF (hiring in your house) space. Ideally, you’ll need an area that is quiet and free of distractions. However, let’s admit it, this isn’t easy to locate nowadays.

If a private area isn’t a choice, it’s a good idea to provide your interviewees with a warning so that they won’t be spooked when they hear your children, partner, or pets playing in the background.

Make sure you try to set up a professional setting. Perhaps that’s creating a fake backdrop to hide the clutter behind you, or simply changing your camera’s settings to conceal the rest of the background. Don’t forget to dress as if you were at work. It is expected of candidates to appear professional and interviewers should also be the same.

Use VIDEO option

For those who have been used to hiring people in person, switching to hiring and interviewing candidates remotely may be a challenge. The typical non-verbal communication and body language clues don’t come as readily in the absence of face-to-face interaction.

That’s why video-based interviews are so vital. They allow you to get a glimpse of the applicants and get a sense of their character and behavior and evaluate how they’ll be a good fit for the culture of your business. When live-streamed interviews don’t work, think about having the candidates create a short video of themselves to provide an alternative.

Appropriate questions

If your remote hiring procedure is based on your interview there’s a good chance you’re asking questions that may not be as useful as they can be. Instead of sticking to the typical questions in your video interview, think about adding more behavioral questions.
You can ask candidates to elaborate on how they’d respond to situations and seek out specific examples and information.

These types of questions can allow you to go beyond the level of competence of a candidate to determine the other qualities they’ll bring to the job.

Use proper hiring and onboarding procedures

Once you’ve completed the interviews, you’re now ready to present an offer to your candidate of choice and then onboard them. In normal circumstances, new employees would be able to fully immerse themselves into the work environment, get acquainted with their new colleagues, and settle into their new work.

Remote onboarding requires a couple of adjustments to ensure that these crucial actions continue to occur.

Setup good time to connect

Instead of having in-person meetings as well as the informal introductions that typically take place, set updates for your brand new employee to make connections with managers, coworkers, and other employees within the organization.

Since connections aren’t in the same way when remote onboarding is in place or remote working environments it is crucial to ensure that these interactions are still happening and that new employees feel part of the group.

If face-to-face meetings don’t work, ask current employees to contact them through email or a messaging app to greet them with a friendly greeting. This can create relationships that will make the new employee feel part of the group from the beginning.

Use appropriate technology

Are there any systems or equipment that your new employee will require to perform their job? In the age that is remote working, the basic things like computers with internet connectivity, and an email address for the company are becoming indispensable.

How can you ensure that your new employees have the equipment and the training they require quickly? Are your IT staff prepared to assist a new employee to get started? Prioritizing access to technology and planning can make the process of onboarding considerably more effective.

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