In these unprecedented times, businesses are taking new (or updated) measures to maintain financial success. For many organizations of all shapes and sizes, this means hiring remote employees using video interviews. Although many hiring managers may not be keen on the idea, remote hiring has benefits everyone can appreciate. They include:
- Reduced business costs
- Decreased time and coordination efforts
- Increased talent pool (outside the US, other states, etc.)
Hiring, onboarding, training, and managing remote employees is different than supporting on-site employees; it does not have to be difficult. Your company will need to adapt their current hiring practices in order to meet today’s “COVID criteria.”
#1: Determine what you are looking for by updating remote job descriptions to ensure the appropriate candidates are being attracted.
Include keywords like “remote” or “work from home” in the job title. Position details are extremely important; this will minimize the influx of applicants that lack the desired skill sets and qualifications. Is the role part-time or full-time? Is the application open globally, nationally, or only to those living in specific areas? Make sure your website is updated with working links for resume submission and/or contact information to guarantee no qualified applicants miss out.
#2: Next, you will screen your candidates to determine if they are a good fit for what you are looking for in this new hire.
An initial phone screen is a great way to get to know them a little better without sacrificing time or money. Once you have screened your top candidates, it is time to prepare for the interview. Since most remote interviews will use video calls, make sure both the interviewer and the candidate are familiar with the programming or software necessary to move forward. Technology is unpredictable; try to join the call at least 10 minutes in advance to ensure you are prepared for the candidate. During the interview, wait a moment in between responses to account for any lag time and avoid cutting the other person off as they finish their comment or question.
Once you have made the final hiring decision, make sure you do the following:
- Inform all members of your team
- Notify the chosen candidate; be different and send them a welcome gift!
- Prepare a detailed onboarding plan
- Build out their “tech and commo kit” – laptop, office phone, keyfob, etc. Ensure arrival at least 2 business days prior to their official start date
- Introduce your new remote hire to their new team by end of day one to establish a sense of community.
Helping candidates feel comfortable in their new position results in better work and increased retention. Keeping up with the times does not have to mean sacrificing integrity. Give remote employment a try and watch your company grow beyond the office walls!
For more information, visit https://www.owllabs.com/remote-recruiting-interviewing-hiring-guide
