Many people are looking for remote work opportunities but companies that want the best talent for their teams need to have the right recruiters and processes in place.
Remote recruiters can recruit candidates from all over the world as they are not limited by geographical boundaries. They use practices like interviewing candidates over video, extending offers without meeting candidates in person, and virtually onboarding them. Here are some ways to ensure that remote recruitment is successful.
Pre-employment skills tests
Since the pandemic, the world has experienced the benefits of remote working and many companies and employees have embraced it. Companies realize that it creates a whole new range of opportunities for them and employees are just as productive, if not more, when working remotely. Companies can hire better talent when they’re not restricted geographically and they can also save on payroll costs by as much as 50%.
eSkill is a talent assessment platform that offers pre-employment skills tests. This can reduce the cost of hiring and the time it takes to hire. It can ensure that every short-listed candidate has the required skills necessary for the post.
A good applicant tracking system
Companies hiring remote employees need a good applicant tracking system (ATS). Many unqualified candidates are likely to apply for remote jobs posted on job platforms. So many employees want to work remotely now that they’ve tasted the flexibility it offers. They may not even read the job description properly before applying and reviewing all these CVs takes time and energy.
Having an ATS helps recruiters to select only the candidates that fulfill their requirements. It also helps to structure the recruitment process, track candidates and evaluate performance.
Remote interview preparation
When conducting remote interviews, it is essential that recruiters are fully prepared, not only in terms of the technology they will use but about what type of candidate they want to hire. They need to be aware of any particular qualifications or skills that are a must-have for the position.
For example, if a recruiter is looking for a candidate for an important team project, communication and collaboration skills are vital. A candidate who prefers to work alone rather than in a team wouldn’t be suitable. Preparing beforehand for a remote interview can help recruiters to identify any potential red flags.
Effective remote interviews
Recruiters conduct remote interviews via video calls and the camera should be on during the interview. Observing the body language of the candidate can be revealing. With remote hiring instead of in-person hiring, it can be harder to get an insight into a candidate’s personality and to pick up on soft skills like self-motivation and intuition. Remote recruiters have to consider whether a candidate is a good fit for the company.
A ‘home task’ as part of the interview process can give recruiters a better understanding about how candidates work, such as how they manage their time. A ‘trial day’ of working for the company can test compatibility.
Hiring and onboarding the right candidate
A great strategy recruiters can use to hire the right candidate is to develop a scoring system. They can grade candidates according to their hard and soft skills, capabilities and aptitudes. They may find that the system makes their choice much clearer if a certain candidate is an obvious winner. Even if this isn’t the case, it will help to identify the top few candidates between whom to make a choice.
Recruiters should always ‘over-communicate’ during the onboarding process. Assigning a mentor is a great way to ensure candidates adapt quickly to the company’s way of working and its culture.