5 Ways to Hire the Right Remote Candidate

Ever since COVID-19 hit our shores, remote working has been the go-to for most businesses across the country. Balanced with strict lockdown measures and “essential” worker criteria, few of us had a choice but to bring our work home. 

Fortunately, remote working has turned out to be incredibly beneficial for most companies. There is an increase in flexibility. You are no longer restrained by location, and office life’s general costings have been significantly reduced. 

The flipside of that is that the hiring process has had to adapt too. Want to know how? Here are 5 ways to hire the right candidate remotely:

Focus on the positives

With the advancement of technologies, the potential for remote working has opened up more working opportunities across several industries. Even before the COVID-19 crisis began, Europe has seen an increase in remote working over the last few years. As a result, the advantages have been well documented as remote working has evolved. 

Hiring remote employees and allowing them to work wherever, however, and whenever they want has seen the following benefits:

  • A larger and diversified talent pool
  • An increase in productivity
  • Positive impact on health and wellbeing 
  • More flexibility across multiple time zones
  • Significant cost savings
  • Reduced staff turnover
  • Better work-life balance

Refine your hiring process

If you want to build a remote team, then you need to make sure you attract a particular set of skills that will excel at remote working. Some of these skills include:

  • Self-discipline
  • Good time management and organisational skills
  • Great communication skills
  • Strong collaboration skills
  • Accountability

Without these skills, any potential remote candidate will inevitably be a bad fit and cost you more in the long run. 

One of the best ways to test for these skills is to run pre-employment tests. That way, you can quickly eliminate strong candidates from the weaker ones throughout their evaluation as you assess their skills. It’s also worth noting their comfort level with video chatting, as this will be how your new employee interacts and collaborates with your team and potential clients. 

Honesty is always the best policy

Everything connected to business has a strategy, and recruitment is no different. However, unlike the traditional hiring process where you can see each of your potential employees in person, remote hiring isn’t tied to time and location in the same way. So clarity and honesty are essential from the start.

Working alongside recruitment agencies will ensure you target the right candidates with everything from on-point keywords to essential skills. It takes away the need for hyperbole and marketing-speak and cuts straight to the chase.

Offer an insider look

Let’s face it. Remote working isn’t for everyone, even with the pressures of a global pandemic. So offering a realistic preview of what future candidates can expect will ensure that you attract the right talent for the role. 

Whether you provide interactive resources on your website or social media platforms or detailed descriptions, giving insight into your company’s remote work culture will be helpful to anyone who’s considering the role. 

What’s more, you’ll be encouraging future hires if they feel like they’ll fit in and allow others to rethink the application altogether. 

Your online resources could include:

  • Personal stories from current employees: a direct way to connect with candidates, especially if your team have achieved their individual dreams or passions while working with you
  • An integrated video within the job application itself: showcasing your company culture and a realistic portrayal of what it’s like working for you

Company culture fit

Finding a remote candidate who fits with your company’s culture is perhaps one of the biggest challenges you will face. Not only are you not meeting face-to-face, but all of your engagement with them happens virtually. 

Clearly evaluating patterns of thinking, behaviour, and core values are not so easily defined within a remote setting. Nevertheless, it is possible. One of your first steps is to define your culture and values. From there, you can integrate them into your assessment tests, interview questions, and surveys to score your candidates.

So find out what your candidates have learned in the last year. Their successes, their highlights, their failure. How have they grown through their experiences, and how do they relate to your own business? 

Hiring remotely at first glance appears more of a challenge than the traditional processes you’re used to. But, the business world continues to evolve rapidly, and advances in remote technology have given you more power than ever before. Who will be your next hire?