The Right Way to Rethink your Hiring and Employment Plans

This means setting up regular check-ins, using video conferencing tools, and creating a channel for open communication. When looking for candidates, be sure to focus on the skills most important for the job.

hiring process for remote jobs

And likewise, they really don’t know what the experience of being an gent is going to be like until they’ve tasted it. Our recruiters speak to our remote work setup and process and what to expect.

Hiring Remote Workers: Best Practices

You may decide to provide a mix of synchronous and asynchronous learning, so employees can choose the best time to learn for them. More regular, shorter learning sessions may be suitable for online training. You can spread them out over a couple of days if necessary, rather than attempting to cover a lot with only one day.

  • Hiring remotely is entirely different than hiring on-site employees.
  • This means decoding the job listing to determine which skills, qualifications, and achievements are most attractive to the employer.
  • Freelance, part-time, full-time, you name it — FlexJobs offers it.
  • We’ll set you up with all the best equipment for your home office.
  • Review the hiring rubric for the role with different interview team members, carefully evaluating all major skills and requirements for the job.
  • Candidates who seem to be aligned in skills/experience and values move into our interview process.

Within the onboarding process, this could include assigning new starters a buddy or mentor, or organising a virtual happy hour with the team to get to know co-workers in a more casual setting. It was once thought that time spent at the workplace was the best measure of employee productivity, but remote work changed that by getting business owners to focus on results. In addition, recruiting for remote jobs widens a company’s talent pool and helps the company save money in the process. To stay ahead of your competitors, you need to understand how to recruit and hire premium remote staff effectively. As a result of the COVID-19 pandemic, remote work is in high demand among job seekers, particularly with top-tier talent. In this article, you’ll discover our top five remote hiring tips, spanning remote interview processes and onboarding, to employing global staff compliantly.

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Some companies will conduct initial screenings and first-round interviews virtually and bring candidates on-site for final-round interviews so they can meet the team in person. Others conduct all interviews virtually, never bringing candidates in. And you can make them more effective by engaging remote interview process other people. You can make it a two-step process during which the applicant talks to HR department and then to a manager, or a team member. With video interviews being commonplace, passive candidates will be able to speak with you during a lunch break, or even before or after their work day.

After an applicant has applied for a remote position, we will send them an email with a link to perform tests on their personal computer as well as their Internet Service Provider. We need to verify that they have the necessary technology to enable them to work for us. We will then conduct a series of recorded interviews, assessments, and usually a live interview as well to help us evaluate candidates and make hiring decisions. Self-motivation is crucial for remote teams – we aren’t there to micro-manage you – so that’s a huge factor in the hiring process. We have lost a few people during this trial period – some our decision, and some the candidates.

Hiring tutorials

To allow for everyone involved in hiring to have their opinions known and help to offset any individual bias, hold a debrief shortly after the interview with key hiring stakeholders. Review the hiring rubric for the role with different interview team members, carefully evaluating all major skills and requirements for the job. Then, ask team members if they are a yes or a no for moving the candidate forward in the hiring process, with detailed reasoning for their choice. After your top candidates have made it through the initial phone screening with the recruitment team, you’ll want to get ready for the remote interview portion of the hiring process. Remote interviews are more convenient, cheaper, and easier to schedule, so they yield lots of candidates. Use a project management tool or recruiting software to screen initial candidates, saving those who make it through a pre-screen for using your team members’ valuable time.

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