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Nowadays, more companies are allowing employees to work remotely. Companies are discovering that working from different areas or even parts of the world is still possible. At the same time, they are also looking for new talent. Sometimes they can’t find a suitable candidate nearby where the company is located. This is when hiring remotely can be a solution. Hiring remotely can be a challenge since the standard hiring procedure isn’t always convenient for hiring remotely. It can be hard for remote managers, as well as for remote workers, to get to know each other during the hiring process. However, more and more remote jobs are available these days, so it is essential to have a good hiring process in place.
Video interviewing will be the new standard
The job interview for remote jobs will most probably take place through a video call. Therefore, you must have ample knowledge of the program you’re using for the call. Before the video interview, check whether you have a stable connection and if your camera and microphone are working correctly. Needless to say, you want to make a professional and strong first impression. It is always a good idea to make sure that you have an alternative option to continue the interview in case something doesn’t work unexpectedly on your or the candidate's side.
For the interview to go well, you want to ensure you feel comfortable in front of the camera and make the candidate feel at ease. You can do this by sending the candidate some information so that they can prepare for the interview. Also, you can welcome the candidate when they join the video call by showing up first. Start with some small talk to lift the tension in the virtual room before you go on with the interview. This way, you make the video interview a pleasant experience for the remote candidate and yourself. At the end of the interview, let the candidate know how they can reach out if they have further questions or remarks.
Make it clear what you’re looking for
Work-from-home jobs require employees to be independent and motivated. Managers can’t keep an eye on them all day, which means they need the capability to keep performing without supervision.
Regular job descriptions don’t always apply to remote jobs. Be very specific about what type of employee you’re looking for. It would be an option to only look for people with previous remote experience. However, if the role is open for anyone - either with or without knowledge working remotely - you could add that you’re looking for someone with written communication or teamwork skills, for example. These skills are crucial for a remote employee. Besides, remote workers need to have a certain level of technical knowledge.
In the job description, let candidates know what you expect from them. Remote employees can, of course, live in different time zones. So be clear about what days they will be working and what hours. This way, they can determine if they have the time management skills for the job. Also, mention if you offer satellite offices! Then the candidate knows where they will be working, or if it will be a work-from-home job.
Elongate the hiring process and involve the team
With remote hiring, it is harder to get to know a candidate. That’s why it’s an option to elongate the hiring process for remote jobs. By scheduling multiple interviews, you have more opportunities to get to know the candidates over an extended period of time. This way, you can create a good image of who they are, if they fit the job description, and if they match with the team. Additionally, you can give the candidates an assignment. With an assignment, candidates can show their skills for the remote job and the quality of their work.
Since remote workers can’t see their colleagues in real life, it is harder for them to connect. If you involve a part of the team during the hiring process, they can already meet and potentially figure out if the candidate matches the job description and the team.
Trial for the remote job
Sometimes, candidates make you think they are made for the job, but it can quickly turn out they aren’t. Candidates with previous experiences in working remotely will probably perform well in this capacity. They know what they’re getting into when they apply for work-from-home jobs. This is harder for candidates without experience. It’s an idea to allow candidates to have a trial period. This way, you can make sure if they complete their work. By evaluating their work, you can also assess if they can deliver a high-quality standard. This helps you decide whether you should offer a full-time position.
