With the COVID-19 pandemic wreaking havoc through our world and requiring companies to shutter their doors to prevent the spread of this deadly outbreak, an increasing number of businesses have become completely dependent upon remote work. But how do you hire remotely and find the right people for the job role? These recruiting tips are more important now than ever.
Although this shift in how businesses are run has been a major obstacle, many businesses across many industries have embraced the sudden change in ways that ensure that they’re able to maintain their profitability, even amid collapsing economies. For businesses that have remained successful through the pandemic, hiring has become a new major challenge due to remote restrictions.
In-person hiring at the office is easy, as you can communicate and assess face-to-face and illustrate the everyday business operation processes much more easily. Behind a computer screen, hiring the best talent becomes much more intricate. Luckily there are a number of ways you can tweak your process to best position yourself for a foolproof remote interview and hire strategy. Check out our list of recruiting tips for hiring remote workers.
1. Create a comprehensive job description
Although all job descriptions serve the same purpose, job descriptions for remote positions are actually very different from the job descriptions you’d write for an in-office worker. You want to make each and every nitty-gritty detail about the job expectations and responsibilities. You must make it abundantly clear that the job is a telecommunication position to avoid any confusion down the line.
Along with clearly explaining the details of the position, be sure to include the following sections in your job description:
- Job Title: Simply put, the job title states the position that needs to be filled. Stick to industry standard titles to avoid confusion and attract the right talent.
- Job Summary: The job summary should offer an overview of the day-to-day procedures that the candidate should anticipate if they secure the job. This should also include a short description of the role in the larger picture of your company.
- Qualifications: This section should list any and all licenses, certifications, degrees, and work experience you expect of a preferred candidate. Each qualification you list should be pertinent to the role.
When you have written and finalized the job description, the next step is to publish it via your choice of online job boards so the candidates can access, read, and fill out the application.
2. Screen candidates before the interview
Screening applicants can help you to pick the most successful out of the pool and give you the information you might need to know before you make any final decisions. At the end of the day, screening candidates is a critical measure to take if you want to establish a workforce that is dedicated to your mission and company success.
So, what shows up on a background check? These identity scans include a thorough background review that shows you everything an applicant could potentially exclude during an interview, including:
- Criminal records
- Applicant identity verification
- Driving records
- Sex offender registry
- Federal watch lists
- Financial records
- Education history
When it comes to spotting red flags during the interview process, you may feel a bit lost trying to navigate the waters. A background check is a surefire way to stay alert and aware of anything alarming.
3. Fine-tune your interview procedures
It takes a degree of careful preparation to work out the kinks of the interview process, but when handled right, you’re left with a polished interview procedure that allows you to learn all you might need to know about a prospective applicant. If you’re trying to create an exceptional squad, you need an exemplary interview process.
This means reinventing your interview questions. Skip generic questions like these:
- “What are your biggest strengths?”
- “What interests you about this position?”
- “Why should we hire you?”
- “Where do you see yourself five years from now?”
- “What are your weaknesses?”
Make better use of your time and your interviewee’s time by bringing something a bit more thought-provoking to the table. Questions that dive a bit deeper beneath the surface give you greater insight into the candidate’s work ethic, personality and experience. By fine-tuning your questions, you can gain a clearer understanding of whether or not the candidate behind the screen is a good match.
Try out these stellar interview questions:
- “How would you describe yourself in 5 words or less?”
- “Tell me about a time you set difficult goals.”
- “Can you describe a situation where you have gone above and beyond?”
- “What skills will you contribute to this company?”
With these 3 recruiting tips, you’ll be in the best shape to hire remote workers in no time!
*This is a collaborative post