Remote working is here to stay! Gone are the days when waking up early in the morning and going to the office was standard work practice. Due to the COVID-19 pandemic, more and more people have seen the benefits of working remotely—whether that’s from home, from a cafe, or from anywhere around the world.
Employers are learning to manage remote teams and employees are adapting to a more flexible and efficient way of working. However, it’s not all sunshine and butterflies. During this transition, everyone, from managers to new hires, has encountered roadblocks and challenges. One of the most common ones is the hiring process.
From interview processes to onboarding global staff, there are quite a few things to refine if you’re transitioning from an office-centric process. Creating a more optimized recruitment process will help you attract the right remote talent. We’ve compiled a list of tips to make it a little easier for you.
Figure Out If You’d Like To Go Global
Once you’ve decided to recruit remotely, you’ll quickly realize how much talent there is within and outside of your home country. Remote hiring makes it easy for you to find the best talent, which can be anywhere. Anyone with an internet connection is a possible candidate. This is especially useful if you’re looking for a location-specific specialist who lives in a different city or country and can speak to the audience’s needs from an informed perspective.
Just a word of warning: remote recruiting from outside your country can get complex as you’ll have to deal with foreign employment rules and regulations. If you’re considering this option, it’s best to simplify things by using an employer of record service such as Remote. An EOR provider can handle all of the administrative and legal aspects of hiring international talent, making the process as easy as possible.
Set Your Budget For Salary and Benefits
The next step now is to set a budget that would cover the pay package for the successful candidate. Much like what you did for your office-centric recruitment process, you will have to take the person’s seniority, experience, and position type into consideration. You should also consider their home office budget and access to wellness tools so that your new team member can work effectively no matter where they are.
While that sounds easy, the next part will be a little bit tougher. You’ll have to calculate compensation depending on the successful candidate’s location. You’re probably well aware of how companies typically compensate office-based workers based on the cost of living in that particular area.
Big city offices are more likely to provide greater salaries than those in small towns or rural locations. When you recruit remotely, though, your ideal applicant may be located somewhere else, where the cost of living is higher or cheaper.
It then becomes your responsibility to decide how much you pay your remote workers. Keep in mind the local regulations. If all else fails, salary benchmarking will help you out in this regard. If you’re hiring internationally, be ready to adapt your wage and benefits package following local conventions and legislation.
Create An Attractive Job Listing
Of course, you wouldn’t be able to get the attention of top talent without having an impressive job listing. Don’t drag your listing on for too long. Keep it as concise as possible, but it should also have enough information to give your candidates a better understanding of your company and what’s expected of them.
If you’re recruiting globally, remember to use inclusive and culturally appropriate language so as not to alienate anyone.
The following are some elements that should be included in your remote job advertisement:
- Searchable job title
- Short, snappy company introduction
- The remote nature of the job (and make sure to define what “remote” means for the candidate)
- Company values and culture
- Comprehensive job description
- Compensation package and benefits
- A rundown of your interview process
Make Use of Different Tools & Channels
You may opt to publish your job offers on your website. However, don’t stop there! Post your advertisement on your social media networks, particularly LinkedIn. Alternatively, you can enlist the help of relevant job boards like Indeed and Monster. For job sites that are more tailored to remote and flexible work, you can try FlexJobs, JustRemote, and We Work Remotely.
Make sure you’re posting in the right places. If you’re looking for a single independent contractor, use LinkedIn Premium’s Recruiter option to narrow down potential employees by their primary languages, profile keywords, and experience level. You can also consider using sites such as Upwork.com and Toptal.com.
Improve Your Remote Interview Process
Interviewing remote-based candidates will not be the same as what you’re used to with office-based hiring. You’ll need to have a separate and streamlined remote interview process so that you’ll be ready whenever you’re hiring remote talent.
Create a better interview experience by following virtual interview best practices. Conduct the meeting in a private place and test your laptop, camera, and microphone beforehand. To guarantee you can offer the applicant your complete focus, remove as many distractions as possible. Where body language doesn’t translate well through a screen, use your tone of voice and facial expressions.
Through your interview, gauge how they behave in a remote setting. Look out for certain characteristics that show that they can operate well outside of a regular office setting. Initiative, autonomy, self-motivation, communication, flexibility, teamwork, and competence with technology and digital tools are some of the attributes you should look for in a remote talent.
Alternatively, you can also give them a role-specific online task to assess their technical skills. This can be completed before the interview. Let the candidate do it in their own time, but set a strict deadline. This way, you can talk about the task throughout the interview while evaluating their technical and communication skills.
Remote Work Is The Future
Remote working is by no means a temporary solution to a temporary situation. With companies seeing increased productivity in their teams due to remote working and tools and technologies speeding up all our processes, it doesn’t look like remote work is going anywhere anytime soon.
Don’t get left behind! With the tips above, you’ll hire the right remote team members in no time.