The process of remote hiring is becoming a new trend in business. Especially, with the outbreak of the COVID-19 pandemic and other concerns, many enterprises chose to practice remote work as a conventional style of working. And one of the features of this working technique is remote recruitment. To assist you to make the process of remote hiring efficient and get a suitable candidate, here is a guide to doing remote hiring.
Remote hiring is almost identical to the regular one. With one big difference – it takes place in a completely-remote mode.
It is a complicated process since it needs a precise strategy and particular actions. So to build an efficient recruitment process for remote workers, it’s essential to document the whole process, from hiring decisions to onboarding.
This will benefit you understand the obligations and necessities, produce precision to the hiring process, and limit making mistakes.
Questions and Decisions
Starting with the basics, the foremost step before hiring remote employees is to ask yourself (or the firm) the question of why you need to hire remotely.
Is it because you’re overburdened or there are too many plans and projects in your team? If yes, set your preferences accurately, design workflow, and leave the decision about hiring new people. It’ll only add more work.
Contrary to this, if it’s because your firm requires a candidate effective for a particular job, then you should start thinking about what you require the candidate to be doing.
Talk to your hiring team
Before you start looking for the right candidate for the remote job, consult the decision with other people. It may be a manager, a CEO, a team member, or the entire team. Talk to those who will be working directly with the person and ask for their feedback.
Who do they see as the right candidate? What skills and competencies should the person have? What role will he or she have?
It’ll reduce a lot of guesswork and boost up the recruitment process.
Determine the recruiting budget
According to the study by Glassdoor, hiring a new employee costs about $4,000 and takes 24 days. Normally, the budget includes expenses for outsourced services, background analyses, spending on particular tools, and other expenses.
So it is important to get carried away with the budget. But also don’t restrict it to the least.
Make a strategy for managing the workflow
Having a workflow management approach will support you manage the recruitment process. It’ll also guarantee a steady information flow.
Another great option is the Applicant Tracking System (ATS). It manages all the ‘paperwork’ and significantly reduces the workflow by automating tiresome responsibilities.