4 Virtual Recruitment Tips When Hiring Remote Employees

Telecommuting is becoming a popular work method employed by a variety of businesses. This is because remote work opens the door to a wider range of applicants, saves money on office costs, allows workers to maintain flexible work schedules, and can even result in more productive employees. Remote work is also becoming more mainstream due to the coronavirus pandemic. With quarantine orders and social distancing measures put in place, many businesses are forced to send their workers home (if possible) to prevent the spread of this infectious disease.

Whether you already have a remote work system in place or your company had to make the decision to rely on telecommuting due to COVID-19, you may be wondering what the hiring process is like for remote employees. As you begin to bring on new talent, take a look at these four virtual recruitment tips for remote employees below.

IMAGE: PEXELS

1. Create A Clear Job Description

A job description for a remote position is slightly different from a job description for an in-office position. That said, you want to make it clear on your job description that your position is remote work-based. Additionally, applicants can do keyword searches to look at a job posting description, so if they’re looking for a remote work opportunity, they may include that in their search.

Along with clearly explaining that the available position requires telework, include these sections in your job description:

• Job Title: The job title states the position that needs to be filled and should stick to industry standards to avoid confusion. Examples include: barista, landscaper, web designer, finance specialist, accountant.
• Job Summary: The job summary explains the day-to-day processes the applicant can expect if they land the position. In the job summary, provide a brief overview of the role and an explanation of what your company does.
• Duties and Responsibilities: Under the duties and responsibilities section, bullet all the tasks the candidate will be expected to perform in their role. Because it’s a remote work position, also explain the hours they are required to work and any software or programs they should be familiar with to communicate with coworkers.
• Qualifications: This section should include any licenses, certifications, degrees, and work experience needed to perform well in the role.

Once you have your job description written and ready to post, upload it to a job board site where applicants can find it and fill out the application.

2. Reach Out To Candidates On Job Boards

Applicants aren’t the only ones who have to make the first move when it comes to finding a job. As a business owner or manager, you have the power to reach out to professionals in your network and ask them if they’d like to work for your company.

Because they’re going to be remote workers, you can look for candidates all across the globe. Whether you’re active on LinkedIn or are part of a professional network, take time to look for candidates in your field looking for employment. Many job boards and remote work sites have filters you can use to personalize outreach and find qualified applicants.

You can also consider hosting virtual events, such as seminars and presentations with keynote speakers on relevant industry topics. This can draw in a diverse set of applicants that you can reach out to.

3. Host Multiple Rounds Of Interviews

Finding a remote employee can be difficult because you most likely can’t meet them face-to-face. Once you start getting applications, begin sorting through them and creating a list of candidates you think might be a good fit for your company. You should consider hosting three rounds of phone or video interviews, with each covering a different topic or theme.

• Interview round #1: The first round should be your basic round where you ask a candidate about their work history, experience, and why they think they’re a good fit for the job.
• Interview round #2: The second round of interviews should center around culture and your company’s environment. A candidate might have all the qualifications, but if they don’t vibe with your company culture or share similar values, it can lead to issues down the line.
• Interview round #3: The final round should be a bit more comprehensive and detailed, focusing on key elements of the role. This can include a paid assignment that tests their skills and experience, such as a timed writing assignment for a copywriter or a code walkthrough for a web developer.

Once you’ve hosted all of your interviews, you’ll be one step closer to finding the perfect remote employee.

4. Conduct A Background Check

The final step to hiring remote employees is conducting a background check. With a background check, you’ll have peace of mind knowing the employee you choose to hire is who they say they are. The last thing you want is to hire a worker with a poor credit score to handle your company’s finances or an employee who said they have four years of work experience but were actually fired after one year.

You may be wondering where to get a background check. Fortunately, there are plenty of online background check services you can choose from that you can do from the comfort of your own home. A quick Google search should pull up the top online background check services.

Key Takeaways

Finding a remote worker during these unprecedented times can be nerve-wracking. However, with these four virtual recruitment tips, you’ll be on your way to finding the perfect applicant to add to your staff.

If you are interested in even more business-related articles and information from us here at Bit Rebels, then we have a lot choose from.

IMAGE: PEXELS