Remote hiring: Frequently Asked Questions and Tips Workable
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So naturally remote hiring is becoming a bigger part of our jobs. That’s why we’ve created a guide to help you nail your remote hiring process. If you give candidates assignment related to brainstorming or teamwork, look no further than Miro. This visual collaboration platform offers an engaging and intuitive collaboration experience with plenty of options for asynchronous remote interview process or real-time work on a digital whiteboard. It’s also a handy tool your team can use outside of remote hiring tasks. Another remote hiring tool that needs to be in your stack for scheduling video calls is Calendly. Calendly auto-detects every candidate’s time zone and adjusts the available times accordingly, whether the candidate is in Montréal or Mumbai.
Focussing on the quality of deliveries and due dates, rather than counting every minute, is a better strategy to help your team members manage time and avoid distractions. When you start with your remote hiring process, you need to make sure that the job ad you’re writing explains clearly what the position is about and what are the skills required. This way, you’ll avoid candidates that don’t have what it takes to apply or candidates that don’t align with your company. We post them a variety of places including FlexJobs and Craigslist. We screen applications and resumes and then set up email or phone interviews depending on the role. The biggest difference in our hiring compared to non-remote companies where I have worked is we don’t usually do “in person” interviews. We only hire remote workers, so the process can be a little longer sometimes.
Embrace Video Interviews
The key difference between traditional and remote hiring is that the new employee will work outside the office. Will you move the candidate forward in the hiring process or are you ready to hire them? Update all members of the hiring team of the decision before you tell the candidate. During the remote hiring process, be specific about your goals and what you want from the role. Rather than pushing on working hours, ask your candidates their usual methodologies and tools.
If they didn’t, ask them how they adjusted because of the outbreak — how did it change their workday, if they are struggling with this style of work, and so on. She loves building a talented, diverse team that puts customers first. This simple, free tool lets you plug in the cities where people live and then see the time overlap, helping to quickly find the right time for everyone’s schedules. We love sharing the Pitch deck on social platforms or in recruiting outreach, and candidates find them engaging and unique. This is also a great opportunity to see how the candidate responds to feedback and gives us some insight into how it might be to work with that person.
Remote Job Description Tips
A perfect fit between position, candidate, and Remote can be found only if the process stands on the shoulders of our values. If we can consistently see in the candidate the skills, attributes, and attitudes that reflect our values, then we are hiring the right person. Stay in touch with the candidates who you see have potential and be sure to share meaningful, personalised communication with them every now and then. This way, when you have an open role you can already skip the first few steps of job advertising, first stage interviews etc. One of the biggest impacts of COVID-19 is remote jobs becoming high in demand.
- This interview could be with someone from the leadership team or a player from another team who will collaborate heavily with this role.
- “You have to be comfortable to a large extent working independently and finding answers on your own.
- You cut back on time spent sending directions, welcoming candidates to your offices, making travel arrangements if you’re in different locations, etc.
- Perks that help your team with those challenges can make all the difference and they can help to attract great candidates.
- If you’re always Slack messaging questions, you could become a distraction to your team.” Understanding when to reach out for help and when to try to figure something out for yourself will be especially important.
- But remote recruitment and hiring require a different approach to the traditional office-centric process.
Create a template of a message to the candidates with an outline of the interviews and their agenda. It should include all of the topics that you want to cover during the call and the profiles of the interviewers so that the candidate will know in advance whom they will be talking to. A great way to make them feel included is to make your team members reach out to them personally.
Remote Hiring FAQs
This helps us stay inclusive and avoid the traps of bias that can be difficult to spot in the moment. Documentation is critical to the recruitment team’s success, but how do you make an interview better in practice? Capture our communication with candidates and between interviewers (for example, by tagging a user in the notes/private notes sections).
How many stages are there in the hiring process?
What is the employee selection process? It's the process a hiring team follows with a job candidate to give them all the information they need in order to make a decision on selecting who to hire.
