Best Practices in Remote Recruitment
BUSINESS TIPS | November 4, 2022
There is no denying how the COVID-19 pandemic has ushered in a new normal. The shift is mostly felt by the workforce, especially with the introduction of remote and flexible work arrangements.
As most businesses across the globe continue to offer remote work setups for their employees, it is expected that hiring and recruiting would follow suit.
Remote Recruitment in Today’s Businesses
Since this type of recruitment provides access to a larger talent pool by removing geographical boundaries, most businesses have embraced its practices.
According to The Future of Work survey conducted by Cielo:
- 59% are conducting interviews over video
- 65% are extending offers without meeting in person
- 67% are virtually onboarding
In order to effectively shift your recruitment process into a remote one, here are the best practices to consider:
Create Your Own Remote Hiring Process
When it comes to remote recruitment, recruitment in general for that matter, there is no-one-size fits all. The remote hiring process you develop should align with your operation’s culture and capabilities.
Before posting a job ad or seeking out potential candidates, create a step-by-step guide in your hiring process. Determine if you intend to start with a phone interview or if the position requires a skills test. It is important to identify the steps in the process that would help you land the right people.
Post Detailed Job Descriptions
One of the drawbacks of communicating remotely is how critical information can fall through the cracks. Remote recruiting entails paying attention to your job postings. More than the skills and responsibilities required of the job, it is best to include a snapshot of what a workday looks like. The more vivid your descriptions are, the less applications you need to weed through to find the right fit.
Add Videos To Job Posts
Again, mediated communication presents plenty of avenues for miscommunication. These concerns can easily be mitigated by adding video to your job postings. After all, a picture is worth a thousand words – a video, maybe a billion.
Specify Employee’s Remote Obligations
Once you have vetted a couple of candidates that seem to be the right fit, it is crucial to give them a clear picture of their obligations once they are hired. Outline their job responsibilities as well as details about their employment – including their schedules, the flexibility of their shifts, and the possibility for on-site work.
Communicate Frequently With Applicants
Remote recruitment is a new thing for most applicants too! Update your prospective employees as much as you can at every stage of the hiring process. This should include applicants who did not make it to the final stages of your recruitment.
Shifting into remote recruitment might seem strange at first. There is a bit of a learning curve, especially for your HR team. Nevertheless, the benefits of this form of recruitment are undeniable. Even if your business intends to go on-site full-time, remote recruitment can easily be a part of your hiring process.
Work with Dojo
If you need assistance with recruiting remotely, we can help! Aside from recruitment, we can also take care of onboarding, regulatory compliance, employee benefits, and payroll processing. We are experts in outsourcing and can help you build a remote team here in Manila.