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Current reports suggest that as much as 42% of the U.S. labor force has chosen to work from home full-time. Thus, it has eventually paved the way for more and more companies to embrace remote working and remote hiring. It is highly beneficial because of its higher rates of employee retention, lower costs, and remarkably increased productivity.
As the remote working module is full of advantages, 67% of employers have allowed their onsite employees to work from home. This privilege of working from home was granted to their employees, especially during the crisis of the ongoing epidemic.
Despite the innumerable challenges posed by COVID-19, the strategy of hiring remotely continues to remain an ongoing necessity for every company. To build global teams and remain competitive, it was immensely crucial for companies to adapt their recruiting, hiring, and onboarding procedures.
While most companies have shifted to remote operation, the recruitment methods have significantly evolved to accommodate these changes. Also, professionals are seeking flexible working options because of the enforced physical distancing. However, studies report that more than 81% of talented professionals believe virtual recruiting will continue post-COVID.
There is no doubt the remote recruiting transition will take time, even though it has become standard for various companies. This comprehensive guide will give you valuable insights regarding the steps to streamline your recruiting strategies and become digitized. Also, you will learn how to become tech-enabled and eventually remote. Let’s get rolling.
Remote Recruiting – What is it?
The remote procedure of sourcing, interviewing, and hiring employees through virtual technology is known as remote recruiting. Currently, numerous companies are moving towards a remote recruitment strategy. Thus the setup of hiring procedures is also dramatically changing.
Nevertheless, experts believe that digital hiring tools were already prevailing, and the epidemic only accelerated their use. Also, while companies are rethinking their ways of hiring, automation and Artificial Intelligence are significantly coming to the forefront. No wonder it has become a necessity for growth, especially in a post-pandemic workplace.
While remote recruiters follow the same objectives as a standard recruiter, they can match candidates with suitable job opportunities. However, remote recruiters are globally fluent as their efforts are typically focused on global markets. Here, only self-motivated and skilled candidates are more readily available.
Remote recruiting is always an ideal option whenever direct sourcing is not fruitful or worthwhile. Nevertheless, many remote recruiting processes are pretty similar to traditional recruiting. Some of them are:
- Job advertisement creation
- Collaborating with employers to assess ideal candidates
- Screening applicants
- Recruitment events
- Contacting referees
- Assessment tools
- Meets and Greets and company tours
- Interviews, etc.
Determine Your Budget and Resources for Remote Recruiting
It is crucial to allocate costs for remote recruitment. And that is precisely when the HR department of a company is responsible for establishing a strict budget. Also, it is pretty easy to follow a recruiting budget while partnering with an external recruitment firm.
Nevertheless, there are also some typical costs which you must consider during the recruitment procedure. Some of the additional costs include:
- Candidate Assessment
- Advertising and Job Boards
- Recruitment-Focused Employer Branding
- External Recruiting
- Salary and Other Expenses of Recruitment Team
- Page or Website for Online Careers, etc.
- Providing flexible working hours to remote employees
- Reassuring learning opportunities and career growth of remote workers
- Encouraging virtual team-building exercises and coping with isolation and loneliness by investing in creative tools
- Building efficiently stronger teams through team-building activities and collaborative projects.
- Determining the qualifications and technical skills a person requires for excellent performance.
- Determining whether you require remote employees to work in significant time zones.
- Determining the company values you’d like remote employees to align with.
- Determining any significant expectations from your remote employees.
- Determining how remote employees want to collaborate and communicate with your team, etc.
- Briefly describe your company, including the missions, values, and policies.
- You must incorporate effective keywords in the job description title, including – work from home, remote, virtual, etc.
- A catchy job title for communicating the role of the position
- Major responsibilities involved with the role
- Lastly, thorough details of the position
Emphasize Employer Branding
While organizations evaluate prospective hires, employees also judge an organization. And that is the reason why it is imperative to have considerable employer branding. For instance, if your company holds a negative image amongst the public, chances are less of attracting in-demand talent.
At times, the attractiveness of companies to their workers is also known as Employee Value Proposition. While the number of employees working remotely is significantly increasing, employer branding has an entirely new meaning. Besides maintaining a solid and compelling employer brand, your company holds the efficiency of being recognized by prospective employees and clients.
Moreover, it also considerably helps in increasing your brand awareness. Remember, focusing on empowering remote workers with remarkable work experience is essential.
So, for developing a solid and compelling employer brand, employers must emphasize on:
Identify Your Requirements from Your Remote Candidate
Whenever it comes to recruiting employees, you must ensure that the external recruiters have a clear understanding of the hiring brief. Also, you must check whether the hiring managers know about your requirements.
For this procedure to run smoothly, you must outline the requisite experience and skills your candidate must possess. This might include formal qualifications, soft and hard skills, prior work experience, and job-specific training. After outlining your requirements, you can reflect them accurately in your job advertisements and interview questions.
Some of the techniques for attracting the best talent include:
Formulate an Appealing Job Description
Whenever it comes to creating job advertisements, you must keep it structurally well. Remember that it aims to offer all job seekers a complete overview of the job details. So, it is crucial, to begin with, a short yet engaging description of the job you’re offering. Also, you must focus on growth and development meanwhile creating a sense of urgency for the position.
While creating a remote job advertisement, you must ensure that it includes:
Choose Platforms for Niche Job Promotion
While job advertisements are crucial for attracting candidates, there are certain methods that can boost the hiring process. There are various websites where you can post your job advertisement, thereby drawing the attention of many candidates.
But if your company aims to attract passive candidates, you can use your top-performing employees to be webinar guests. And once they do the good talking on your company’s behalf, including career advancement opportunities, it might interest candidates.
So, if your company believes in attracting quality candidates, you can focus only on the leading platforms. Some of them include LinkedIn, Indeed, Facebook, GitHub, Instagram, etc. Thus, you will be able to resonate with engaged audiences, thereby showcasing your company’s dynamic culture.
Make the Best Use of Technology for Your Advantage
It is crucial to make the recruitment procedures structured and time-efficient. Thus, it is imperative for external recruiters and hiring managers to make the best and correct use of resources.
There is no doubt that creating and promoting job advertisements requires plenty of time. But with technology by our side, it can significantly alleviate all the time constraints associated with the process of remote recruitment. And with correct usage of technology can considerably streamline your recruitment process. Thus, it allows you to focus more on proficient and higher-quality candidates.
So, we can rightfully say that it can reduce your recruitment costs while improving the time of hiring.
Leverage World-Class Technology Especially During Interview
Technology offers greater flexibility to both candidates and employees for conducting interviews for remote positions. Remember that video interviews are much superior to phone interviews. It is because candidates have the opportunity to express themselves authentically.
Also, employers can obtain better insights into candidates’ personalities and communication skills. And if you’re hiring a pool of applicants, then a video interview can significantly narrow down a list of prospective hires.
While numerous companies across the globe are considering moving towards a remote-first culture, they’re adopting new recruitment strategies. Meanwhile, for attracting and retaining top talent, it is imperative for companies to remain mindful regarding their brand awareness. Also, they must maintain a flexible and tech-enabled approach for remote recruiting.