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How to Hire Top Talent Remotely – Starter’s Guide to an Effective Recruitment Process

how to hire top remote talent

Hiring top talent for each role, every time can be difficult, especially if your business is located in an area where job seekers tend to flee to other cities for better prospects. But, that doesn’t mean that you have to settle when hiring. Get creative with your recruitment process and adopt hiring strategies that can help you pick out the top talent your organization deserves. 

One such recruitment strategy that can work wonders is recruiting talent without the barriers of geography and hiring remotely. Hiring remote talent is trickier than hiring regular employees that work from within your office. Remote employees must possess certain qualities: of being accountable, and having the diligence to be able to work off-premise and deliver quality work, on time. 

You must be clear on what you’re looking for and what your expectations are before going forward with hiring remote talent. Here are a few things that you should do during the remote hiring process:

1. Use the Right Source

Where you source your remote employees from often decides how they perform. That’s called credibility. Many remote worker job boards screen the applicants before allowing them to create a profile. So, that’s some work automatically off your shoulder. You can be relieved that the applicants come with a certain qualification. Moreover, you’ll have a lot of filters that you can use for a peculiarly targeted search.

What are the best, channels, though? That’s trickier to answer because the industry is quite dynamic and policies shift all the time. While you usually can’t go too wrong by googling and looking at customer reviews and ratings, this is an area where hiring a boutique recruitment agency like DistantJob can make all the difference – because we constantly test and vet sources from all over the web, we know where the best people hang out.

2. Define Your Ideal Candidate

Describing the job role is critical in every opening, be it in-house or remote. But when hiring remotely, defining what you’re looking for in your ideal candidate is even more critical. This is the correct way to know if they’re the right fit. So, in addition to the job description, specify the list of things or features that would make them perfect for the role. Here are a few examples:

  • Must have at least 5 recommendations in their profile
  • Should have a home-office setup
  • Must have good communication and strong collaboration skills
  • Willing to work 6 hours a day
  • Should have scored at least 7 in your choice of a personality test tool, etc.

This way, candidates will deselect themselves if they feel they’re not the right fit. And that’s alright because it’s always the quality that matters, not the quantity. 

3. Lengthen the Remote Recruitment Process

 To get your hires right in the first go, getting to know them well is important. And factoring in the distance, it is important to lengthen the hiring process a bit since you’ll be communicating virtually. Besides, it will give you a better insight into the candidates’ personalities, for example, you can know if they’re patient, consistent, and dedicated. Here are a few things you can do:

  • Give them multiple tests over certain intervals
  • Consider 2 or 3 rounds of Zoom interviews
  • Add a (paid) job trial at the end of the hiring process

4. Customize Your Questionnaire

Every job interview has a set of questions – how well do you work under pressure? How do you deal with tough deadlines? And these are the questions all candidates are prepared to answer. So, customize your questions and look for answers that highlight their competencies such as time management, communication, proactivity, discipline, etc. Figure out questions that can help you judge if the candidate is responsible, takes ownership of their work, and can themselves accountable on their own. Figure out what exactly is it that you want to know about them in terms of whether they will be able to do the job efficiently and frame questions to ask precisely that. Bonus: here are some of our favorite interview questions.

You must remember that communication is the key to hire a remote candidate successfully. Communicate effectively, and you will make the right choice. Also, once the candidate is hired, create an efficient plan for their on-boarding and reporting. Chart out a calendar for them so they can manage their tasks and deliverables and, in that calendar, make room for regular calls or video chats so you can review, evaluate, and provide feedback.     

Key Steps in the Remote Recruitment Process

Recruiting and hiring remote employees is an entirely different process than with on-site employees. Therefore, it’s important that your company has a strong recruitment process to identify and hire candidates that adapt to your processes and understand your culture. In the infographic below, you’ll find the key steps in the remote recruitment process for hiring talented candidates and scaling your team: 

Key steps in the remote recruitment process

Are you Ready to Recruit Talented Remote Employees?

Or… Get a team of pros to handle all the heavy lifting for you. We at DistantJob do all of these – including following up with you regarding evaluation and feedback – so you can just focus on building an awesome product and delivering incredible service to your clients.

Interested? Head to our contact page and let us know who you need to hire!

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Kelly Barcelos

Kelly Barcelos

Kelly Barcelos is a content marketing manager for Jobsoid, a recruitment software and specializes in HR. When Kelly is not building marketing campaigns, she is busy creating content to help people hire better. She shares tips, industry insights, innovations and several other topics that helps a wide variety of audience in their hiring efforts. As a working mom of three, she knows the importance of time management and counts on her multitasking ability to get her through her to-do lists.