how to build an effective remote hiring process?

The pandemic has changed how companies do business. It’s shifted priorities, how work is done, how you interact with customers, and how you collaborate with your employees. 

Many companies have transitioned to operating in a fully remote environment. Remote work is no longer shrouded in skepticism as it once was. In fact, all virtual companies are thriving. 

However, being remote changes your company culture, including the type of talent you look for and your approach to effective hiring. 

Below we will provide you with important steps for building an effective job application and remote hiring process.

assess the successes of your current remote hiring process.

Your hiring needs can be very different when you’re a remote company. The inability to meet with qualified candidates face-to-face alters the steps you can and will take during the recruitment process. 

If your company has recently shifted to remote operations, assessing your current hiring process is important for effective hiring. 

Understand the successful elements that can be adopted for digital recruiting strategy. It’s also an opportunity to address what wasn’t working in your recruitment process. 

Things you will need to address include:

• recruitment process 
• interview questions
• interview style
• skills tests and assessments
• hiring timelines
• people involved in the hiring process

change your criteria.

Operating remotely changes the type of qualified candidates you seek in the selection process. You now need top talent with strong technology skills for all positions. 

You want talent who understands what it’s like to work in a remote environment and its nuisances. Your ideal candidate profile will shift because of the importance of IT knowledge. 

update your job descriptions.

Create a job description that is focused on attracting qualified remote candidates. Here are some tips for updating your job descriptions for effective recruitment:

• make it clear you are seeking remote workers
• outline all aspects of the remote role
• provide clear expectations for skills and qualifications

Go further! Read our article about attracting more candidates with these job posting dos and don’ts.

post job ads in the right places.

For remote hiring, where you post your job ads is important. In addition to posting job ads on your company website and sharing them on LinkedIn and social media, it’s also important to post on niche websites and job boards. 

Look for sites and directories that cater to remote workers. You will improve your chances of finding qualified candidates. 

Another effective option is to work with a recruitment company, such as Randstad, to ensure that you’re finding top talent. 

Our recruiters can help relieve your hiring managers' pressure by bringing qualified candidates to you.

cast a wider net.

One huge advantage of being a remote company is that you can cast a wider net when hiring remotely. With no need to live close to a physical office, you can recruit candidates from across the country. 

You are no longer limited by geography. This gives you access to a larger and more diverse talent pool. 

build skills assessment into the job application. 

A completely remote hiring process makes integrating skills assessments as part of the job applications easier for potential candidates. 

You can use skill-based questions to quickly baseline candidates. You will immediately know if the candidate has potential without looking at their cover letter or resume, which will help streamline your selection process.

You can also assign short tasks related to the job during the interview process. For example, if you hire someone for your digital communications team, you may have them write a press release or communication brief. 

The type of assessment tools you use will depend on your industry, business type and the remote role you’re hiring for. 

assess technology skills during the interview process.

As a remote company, you likely won’t use in-person interviews; instead, you will conduct video interviews. 

When speaking with qualified candidates on the phone, via email, video, or even chat during the interview process, you should assess their digital communication skills. 

Communication is even more important in an online environment. Assess not only what a candidate says but how they use (and their comfort level with) digital communication tools. 

For effective hiring, remote companies have different talent needs than their traditional counterparts. Reflect on this in your hiring process to find and attract the top remote candidates in your industry.