We know that you (the recruitment gurus) are aware of all the challenges of hiring the right candidate.
But when it comes to hunting remote workers, does it feel like you are about to explore uncharted territory?
In the age of remote work, organizations are on a quest to find that elusive, perfect remote worker. And with this guide, you’ll be armed with the knowledge to navigate this jungle and find your ideal candidate.
Let’s dive right in!
But first, here are some tips and tricks for you.
Hacks to Deliver the Perfect Remote Hiring Experience
You don’t want to make the candidates feel bored, do you? (We hope you don’t!)
So, here are some quirky yet effective tips to make it less boring:
- The Virtual Red Carpet Treatment
Roll out the virtual red carpet for your candidates by making them feel like A-list stars during the hiring process! Here’s how–
Send a personalized video message before the interview, welcoming them to your interview (even if it’s just for a chat).
This sets a fun, friendly tone and helps break the ice so they feel more relaxed and ready to shine.
2. Gamify the Interview Process
Swap those run-of-the-mill interview questions with an engaging, interactive approach.
Try incorporating quizzes, mini-games, or role-playing scenarios into your interview process.
Not only will this bring some excitement to the table, but it also offers unique insights into candidates’ problem-solving abilities and how they handle pressure.
Remember, work can be fun – and your interview process should reflect that!
3. The “After Party” Follow-Up
Keep the good vibes going even after the interview by sending candidates a memorable follow-up message.
Share a light-hearted GIF or meme related to your conversation to show your human side and let them know you enjoyed the chat.
A little humor goes a long way in making the hiring process less boring and more enjoyable for everyone involved.
Let the resumes roll in!
How to Hunt for the Remote “Tarzan” for Your Organization?
Step 1: Define Your Ideal Candidate Persona (The Rare Remote Species)
Before you set out on your hunt, knowing exactly what you’re looking for in your ideal candidate is crucial. So start by creating a detailed candidate persona with these criteria:
- Job title and responsibilities
- Skill set and experience level
- Communication preferences
- Time zone compatibility
- Personal traits and work style
Remember, a well-defined persona helps you target your search and filter out candidates who don’t fit the bill.
Step 2: Write a Killer Remote Job Description (The Bait)
A captivating job description is your bait to attract top remote talent. Make sure you:
- Emphasize the perks of working remotely
- Highlight your company culture and values
- Write clear and concise remote job titles
- State the flexibility of remote hours
- Describe the role and its impact on the organization
Step 3: Search High and Low (The Hunt Begins)
Now that you have your bait, it’s time to start the hunt. Begin your candidate search in places where remote workers usually hand, such as:
- Online Job Boards
Let’s start with the obvious one first.
60% of job seekers start their job hunt via online job sites. So use popular job boards like Glassdoor, Monster, and Indeed.
You can also try out niche job boards if you search for remote workers for particular industries.
For example, if you are looking for remote IT employees, try out GitHub, or for employees in the hospitality industry, check Caterer.
But don’t put all your recruitment eggs in just one basket! Utilize other options and keep a healthy mix of job boards for sourcing.
- Social Media
Social media is an excellent place for hunting candidates–especially remote employees.
Consider your messaging and the best ways to communicate with your target audience.
When done well, social recruiting can be really inexpensive.
Be active on channels where your audience is.
Use LinkedIn (which is your favorite, of course!), Twitter and Facebook to your advantage.
Pro Tips:
1. Don’t just wait for the perfect candidate to come to you – be proactive and reach out to passive candidates.
2. Invest in staffing agency software to integrate your most used platforms and complete your search in a few clicks.
Step 4: Assess the Candidates (The Remote Work Survival Test)
Once you’ve gathered a pool of potential candidates, put them to the test.
You can consider their:
- Remote work experience and adaptability
- Written and verbal communication skills
- Time management and self-motivation
- Technical know-how (A remote worker without Wi-Fi is like Tarzan without a vine!)
Of course, we are not asking you to perform all your tasks manually.
Try your hands-on candidate management software to simplify the assessing process.
Step 5: The Interview Process (A Journey into the Remote Tarzan’s Mind)
Interviewing remote candidates might require some adjustments to your usual routine. Make sure to:
- Use video conferencing tools like Zoom, Google Meet, etc.
- Ask behavioral questions to gauge their remote work aptitude
- Test their problem-solving skills in real-time scenarios
- Address any concerns regarding remote work arrangements
Remember, the interview is a two-way street – be open and transparent about your expectations.
Step 6: Seal the Deal (The Remote Work Handshake)
Congratulations, you’ve found your perfect remote worker! Now, it’s time to finalize the details and welcome them aboard. Ensure a smooth onboarding by:
- Providing a comprehensive remote work policy
- Setting clear expectations and goals
- Offering support and resources for their home office setup
- Building a sense of belonging within your remote team
And there you have it – a step-by-step guide to finding the perfect remote worker for your organization, along with some tips and tricks.
So, gear up, and embark on this thrilling adventure to expand your remote workforce.
