Remote Hiring Best Practices

Telecommuting has become increasingly common year after year. Even before COVID-19 forced many companies to adopt a remote work policy, 43% of US workers were already working remotely in some regard. Employers have warmed up to the idea of a remote workforce because of the benefits it provides. A remote workforce is typically more productive, more affordable, and has less turnover.

Start with Sourcing

The best way to source for remote jobs is to go to where the remote job seekers are. Job boards like WeWorkRemotely and Remote.co host jobs specifically for remote work. Other sources, like JobFlare, allow their entire userbase to indicate to employers whether or not they’re open to remote opportunities. It’s important to source from candidate pools of job seekers open to remote work so people aren’t caught off guard by the fact that your job is remote because they didn’t read your description completely. Sourcing the wrong candidates can be a huge waste of time and energy for your hiring team.

Remote Candidate Sourcing

What to Look for in a Remote Candidate

One of the primary benefits of hiring remotely is that you are not limited to your location. That means there’s a much larger pool of job seekers, so you can be a little picky in most cases. Not everyone is a great fit for a remote setup. An ideal remote employee should be able to learn quickly, have strong communication skills, and be self-motivated. It’s an added bonus if a candidate has previous remote work experience and already has a quality home office or workspace.

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Conducting Remote Interviews

The first part of the interview process, the phone screening, doesn’t change much for remote job seekers. You’ll just want to have the remote work conversation early in the interview process to gauge how well of a fit they would be for remote work. After the screening call, the interview process looks very different though. You’ll have to conduct the rest of your interviews through video conferencing software like Zoom or GoToMeeting. Depending on the role, some employers choose to fly the top two or three candidates out to their office for a final interview. These final onsite interviews typically last for a few hours and candidates meet with multiple teams within the company.

Remote Video Interview

Video Interview Tips for Employers

  • Send candidates instructions for downloading the video conferencing software beforehand along with an option to test their webcam and microphone.
  • Set up your conference room in a way that everyone can be seen and heard. Test this out in advance.
  • If you have additional team members joining your interview remotely, make sure that they all are in the virtual meeting room and ready to go before the interview begins.
  • Ensure that everyone dialing into the video interview has a strong internet connection.
  • If a candidate has technical difficulties, don’t hold it against them.

Evaluating Remote Candidates

It can be much tougher to properly evaluate a candidate without meeting them face to face. That’s why it’s always a good idea to include some sort of pre-employment testing in your recruitment process. You should at least use an aptitude test since cognitive aptitude is scientifically proven to be the #1 indicator of job success. Candidates with high cognitive aptitude scores learn quicker, communicate better, and are more adaptable – all of which are highly desirable traits for remote employees. In addition to aptitude testing, personality tests can be used to help determine if a candidate will be a good fit for the role. The objective data provided by these assessments, in addition to a resume and interview, makes it much easier to identify the top candidates for the job.

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