In traditional work settings, attracting the right talent at the right time through onsite recruitment is challenging enough. But now with the rise of remote work, the talent acquisition process is even trickier. How can employers make the remote recruiting process more effective?
The best solution is to face this challenge head-on. From the job posting phase to outreach, interviews, and follow-ups, you can implement end-to-end process improvements that ensure your remote recruiting process is as smooth as possible.
Remote Recruiting Challenges
1. Many more applicants to manage
Remote recruiting opens the door to diverse talent pools located beyond an organization’s offices. This kind of reach is a tremendous benefit, it can attract an influx of applications to sift through. Although automation and screening software help, a high volume of applicants increases the potential for errors. And with so many potential candidates to manage, you may overlook some great options.
2. Candidate assessment is more complex
In a remote online environment, assessing applicants also becomes more challenging. For this reason, it’s important to build automated skills assessments into the process. The faster you can filter for qualifications, the better. This means you can reach out sooner to connect with the most promising candidates. It also reduces the risk of losing candidates to delayed follow-up communication.
3. Unique compliance concerns
With digital meetings and data collection from applicants, employers must grapple with increased data privacy concerns and compliance vulnerability. Managing a massive amount of personal information about applicants can overwhelm employers who aren’t prepared. Even after successful candidates are hired, the onboarding process can be problematic if your systems aren’t up to the task.
Tips to Improve Remote Recruiting Results
What steps can you take to find suitable candidates sooner and reach out to them in ways that keep them engaged throughout the hiring process? Here are some tips to perfect your remote recruiting efforts at every stage in the journey…
Start Strong With an Effective Job Posting
1. Be straightforward about the duties of the role
In the job posting, describe the details of day-to-day tasks. Create an internal document that outlines the specific responsibilities of each new and existing role before recruiting begins. Internal documents may be even more specific, including confidential process details that are shared with candidates only after they’re onboarded. Regardless, this internal document is essential as the foundation for external job postings that clearly set expectations for applicants.
2. Provide resources
With hybrid work models on-track to becoming the most prevalent working arrangement and remote work being highly preferred by candidates, employers who offer remote positions must do more to stand out. Whenever possible, emphasize your company’s culture and values to help set your job listings apart from others. Offer applicants a variety of online resources to explore, such as links to your social media pages, company blog, or a specialized applicant portal. If your organization is larger and a position is exclusively remote, a solid online presence is essential to attract suitable candidates.
3. Be transparent about pay
Pay transparency laws are becoming more prevalent. Still, many private companies choose not to openly share this information if it’s not required. Regardless of the laws in your jurisdiction, consider publishing an accurate salary range for every job posting. This can help you stand out and build trust. It demystifies questions about pay equity at your organization and opens the floor for prospects to negotiate based on the value they bring. It also demonstrates a commitment to employees, which is attractive to high performers.
4. Use your existing network
Always look internally first. Encourage employee mobility. Proactively inform staff about positions you’re looking to fill or new roles you’re creating. Stay open to referrals from employees and other professionals in your industry. You may even want to formalize this process with incentives for successful placements. Strong referrals can help you build a list of potential candidates much faster.
Interact With Candidates Like a Pro
1. Reach out directly and personably
Social media may be a great starting point, but you’ll want to quickly move to direct, private communication. Use the candidate’s personal contact information. Set up a video call as soon as possible, even if it is only a brief preliminary screening interview. This is how you can determine if an individual is serious and interested in the position.
2. Call if you can
Immediately speaking to a human is much more personable and shows you care about a candidate’s response. Picking up the phone and cold calling candidates to request an interview is often more time-effective than email. However, it is far more effective at garnering responses and it helps your organization stand out when candidates are considering multiple opportunities.
3. Provide frequent updates
No one likes to be left in the dark about next steps. That’s especially true when the process is as important as a career change. Slow follow-ups, disorganized communication, and ghosting have become all too common in remote recruiting. Make it a priority to let those you interview know when and how they can expect to hear from you. Then make good on that commitment. Automation helps. Even sending timely automated rejection notices gives candidates peace of mind without eating up your time. Carefully coordinated communication also positions you as an employer that cares about candidate experience.
4. Send a pre-interview reminder
Give ample notice to candidates who have scheduled interviews, so they can inform you of any last-minute changes. Whether sending a personal email reminder or an automated alert, be sure the message includes instructions. Also recognize that some people may still be new to the remote-working world, while others may be new to the workforce. Help candidates put their best foot forward by including your company policies and best practices for video calls. For instance, indicate whether you require cameras to be on, and share guidelines about video backgrounds, microphone settings, recording policies, and so forth.
Make the Most of Every Interview
1. Highlight your company culture
To humanize the interview process while providing candidates with necessary information, you’ll want to emphasize how your company culture embraces remote team members. For example, with remote work becoming so widespread in recent years, many workers crave opportunities to interact with colleagues outside of working hours. If this is a priority at your company, discuss it in the first interview. Explain how you support team building, whether it’s with occasional in-person events, remote-based socials, or other initiatives.
2. Prepare effectively
Any seasoned recruiter will have the standard interview prep down to a science. However, remote interviewing can cause distractions, if a recruiter is opening multiple browser tabs and searching for digital documents as needed throughout the session. Taking your attention away from the interviewee in this way makes the conversation feel more awkward and isolating. Ultimately, it reflects poorly on your company. Instead, take time to prepare fully, so you can ask the right questions, focus on the candidate, stay engaged, and listen to what they say.
3. Add buffer time for possible tech issues
Even though many people are now familiar with remote meeting tools, it’s always possible that technical difficulties can arise and derail an online interview. Be sure to test equipment before each online meeting and know how to troubleshoot common issues with your connection. It’s wise to schedule some extra time for each interview, just in case you or your candidate must diagnose and resolve unexpected technical problems.
A Final Note on Remote Recruiting Success
To adapt traditional in-person recruiting processes for the remote world means employers must carefully consider the candidate experience. First, identify unique challenges that remote communication presents and think about creative ways to connect and engage with prospective candidates from a distance.
By taking time to redesign your process to improve efficiency and ensure a personal touch can make a big difference in your hiring outcomes. Focus on digital sourcing tools and methods that will help you attract candidates whose values and goals align with your organization’s operational objectives. And be sure to emphasize your company’s culture at every step along the way, so you’ll compare favorably in today’s competitive marketplace.
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