Most employers try to manage their payroll costs to stay competitive. Whether you’re a small business owner in need of some IT help or an entrepreneur who needs software developers to create a website, I have a solution for you: remote recruitment.
Sure, most people love to save money. But unlike the retail market, companies looking to fill job positions cannot take advantage of coupons, limited-time sale prices, or two-for-one specials.
What is a Remote Recruiter?
A recruiter can be defined as a professional whose job is to find qualified candidates for a job vacancy. They are responsible for meeting a company’s hiring goals by filling open positions with talented candidates.
Local recruiters put their efforts into finding candidates within defined geographical boundaries. For example, if a company located in Miami needs a graphic designer, the recruiter will start searching for candidates located only and exclusively in Miami.
Remote recruiters differ from local recruiters because they don’t have geographical boundaries when looking for candidates allowing them to increase their talent pool. They put their efforts in overseas and emerging markets where skilled workers are plentiful and available.
Let’s say that the same company in Miami decides to hire a remote graphic designer. Instead of limiting themselves to one area only, they expand their search to the entire country to find a candidate. Or even better, they do it globally to other countries where candidates speak fluent English.
Before the pandemic, thousands of companies implemented remote recruiting as a primary method to acquire talent for their teams. Now that most companies have experienced remote work first hand, remote recruitment has increased even more.
According to The Future of Work survey conducted by Cielo, companies’ talent, acquisition teams have embraced remote recruitment practices:
- 59% of them interviewed candidates over video.
- 65% are extending offers without meeting candidates in person.
- 67% are virtually onboarding candidates.
The main reason is that remote recruitment not only benefits employers but it also benefits employees. People want to continue working remotely even after the pandemic; according to a FlexJobs survey, 65% would prefer a full-time remote job post-pandemic, and 31% would like a hybrid work arrangement.
How Does Remote Work Affect Recruitment?
One of the major concerns that companies had regarding remote work was the lack of connection. How will they build a culture without being surrounded by their employees? And when it comes to recruitment, some companies were willing to hire remote employees because of this same fear of exclusion and isolation.
Now that the world got a taste of what working remotely is like, the recruitment industry had a 180-degree turn. The recruitment industry had to change its processes and adapt them to a virtual environment.
Companies realize that hiring remotely brings up a whole new world of possibilities. They can hire better talent as they are no longer limited to one area – they can seek candidates in different states and countries with all the necessary skills. And they can also significantly reduce their costs as hiring remotely implies getting access to candidates that live in places with a lower cost of living.
You probably heard endless arguments on how international remote hiring can help scale a company. But besides considering the basic arguments, keep in mind that the pandemic impacted people’s mindsets and lifestyles. They no longer want the basic perks of working on a fancy building; they want flexibility.
The big question that remains for most recruitment teams and companies right now is how to recruit remotely?
How to Recruit and Hire Remote Employees? Our Expert’s Tips
Short answer: A bright, big WE’RE HIRING REMOTE announcement on LinkedIn won’t do the magic.
Most people are looking for remote opportunities, but if you want the very best talent for your team, you need a process. You don’t want to get CVs from people that A) Have nothing to do with the job posting and B) Want to work remotely because of the afternoon naps and PJ privileges.
Transforming your local recruitment strategy to a remote one is challenging and overwhelming for most. Here are 8 effective remote recruitment tips:
1. Be Careful About How You Define Remote
I know it sounds dumb, but some companies and candidates have an entirely different definition of what remote is.
If you’re offering remote work, when in fact, you’re only willing to let employees work 2 days a week from home, then this is something you need to specify on the job description. Candidates might interpret ‘remote work’ as a full-time remote job when in fact, for you, it isn’t.
Before posting your job ad and beginning the recruitment process, define what remote means to you. Can employees work 100% remotely? Is it fully remote or flexible? Or do you expect them to go certain days to the office? Having this defined before starting to look for candidates will save you from wasting time and having misunderstandings.
2. Work on Your Job Descriptions
Job descriptions are the bait that attracts talented remote candidates. Avoid using weird terms like ‘rockstar’ or ‘guru’ – no one likes that, plus it scares candidates away. Also, keep them short and simple. Instead of writing the entire Harry Potter saga, where you explain why your company is the best and why you’re changing the world, mention what candidates want to know.
You should be able to answer these questions:
- What is the role about?
- What are the expectations of that role?
- Skills and requirements?
- Time zone?
- Is it a fully remote job?
- What is your company about?
Consider using a different approach to your job ad. Instead of a long text you could have images or even videos! According to CareerBuilder, job postings with video are viewed 12% more and have a 34% greater application rate than those who only have text.
3. Implement a Good Applicant Tracking System
Recruitment without an ATS can be a nightmare. When posting your job description on different platforms, it often happens that thousands of unqualified candidates apply, making you waste a lot of time reviewing their CVs. Especially for remote positions. Sometimes, people, by just seeing the word remote, instantly apply without even reading the job ad.
An ATS will save you time and energy by helping you select the candidates that fulfill your requirements. It will also help structure your recruitment process by sourcing talent and assessing potential, tracking the interview process, and evaluating performance.
4. Remote Interview Prep
You can’t conduct an interview successfully without the necessary preparation. And by preparation, I don’t only mean reassuring you have the tools and everything you need. Besides those elemental aspects, you also need to be clear on what type of candidate you want to hire.
Before the interview, make sure to understand what exactly is the role that you’re looking for. What skills are a must-have? Are any particular qualifications important for the role? What would your ideal candidate look like? Having this prepared beforehand will let you identify potential red flags.
For example, if you’re looking for a candidate for an important team project, communication and teamwork are crucial skills. If the candidate shows up to the interview with a know-it-all attitude, then you’ll know that they are not the person you’re looking for.
5. Conduct Remote Interviews Efficiently
Interviews are the moment where you have a fuller picture of the candidate’s knowledge and capabilities. To do a great remote interview, the first thing you need to do is to have a video call application. Zoom, Skype Business, or Google Meet are some of the many options that help remote companies succeed, and in this case, conduct remote interviews.
When you’re in a remote interview without the camera on, it is difficult to connect with the candidate. Plus, chances are the interview feels weird and awkward. When you have your camera on, it’s easier to read their body language and get to know the candidate better.
When conducting virtual interviews, make sure to test your internet beforehand and always have a plan B instead if it fails (like sharing mobile data, for example).
6. Know How to Test Remote Candidates
Have you ever been catfished? Worst feeling ever, especially when it comes from remote candidates. You thought you found your gem and later found out they don’t have half of the skills they said during an interview.
Remote interviews are essential; the problem is that in some cases, especially when hiring IT talent, candidates memorize theoretical questions and make you believe they are the greatest developer of all time. To avoid this, you have different alternatives:
- Ask different and unexpected questions: Instead of asking the basic questions, think a bit deeper into what questions could make candidates prove themselves as the perfect fit.
- Give them homework: Go back to the basics and give them a small project. You can set up a deadline and see if they deliver on time and how well their performance was.
- Conduct group interviews: this is a great strategy to ensure that it’s worth hiring certain candidates. You can ask other leadership members or team members to be with you during the interview and listen to their opinions about the candidate.
Additional tip: Take notes during the interviews about potential red flags or any aspect that caught your eye.
7. Make the Right Hiring Choice
You know what type of employee you want on your team, and you already conducted the interviews. It’s time to make the decision. Did any candidate resonate in your head? Do you feel someone can be a great employee and add value to your team?
Analyze the notes you took during the interviews as well as the other interviewers’ comments. One great strategy to help you define your best candidate is by implementing a scoring system. You can grade the candidates depending on their skills (hard and soft skills), aptitudes and capabilities, and then compare them to the other team members. If you have one common winner, then you know who to hire! If you don’t, then you need to review them again and make a decision carefully. Or, in the worst cases, continue looking for candidates.
8. Virtual Onboarding
Congratulations, you found a great remote candidate!
Now it’s time to onboard them. In onsite offices, onboarding basically consists of showing the new employee the office, introducing them to team members and the company culture, and showing them where they can take secret naps. In a virtual setting, it is not that different.
Introduce the leadership team, show them the tools you use, tell them more about the company, and one of the most important aspects: set clear expectations. Make them aware of what you are expecting from them and their goals within the first month/s.
A great onboarding experience is one of the keys to employee engagement. And it doesn’t have to be boring at all. I mean, you need to take care of documentation and paperwork, but you can also get to know your new employee better. A great activity is to have a welcome virtual happy hour where you can get to know each other more informally.
Remote Recruitment Agency vs Local Recruitment Agency
Do local recruitment agencies differ from remote ones because of the talent pool? Or is there more to it? These are the differences on how remote recruitment can help your company vs local agencies:
1. Your Talent Pool Increases
We can’t ignore the fact that your talent pool increases exponentially when you hire through a remote recruitment agency. If you’re lucky enough, a local agency can find you the perfect talent you were looking for. But the chances are that a remote one will have a broader range of possibilities. You won’t only find someone good, but you’ll find some excellent.
2. Want Happy Employees? Hire Remote
Everyone wants to work remotely. Even before the pandemic, stats showed how remote work kept increasing. But now that most employees got a taste of what working under flexibility arrangements is like, they are not turning back. According to Upwork, 22% of the American Workforce will be remote by 2025.
The best way to hire a happy and engaged employee is by offering them a remote opportunity.
3. Save Money
Another substantial difference in hiring employees through a remote recruitment agency versus a local recruitment agency are the costs. For example, a developer’s salary in California is not the same as the salary of an eastern European developer. And the best part is that you pay an affordable salary but don’t prejudice the results because they are also incredibly talented.
A local recruitment agency can only select candidates within a determined range, meaning that you’ll have to pay higher salaries if you live in an expensive city.
4. Productive Employees
Did you know that remote employees are more productive than on-site employees? Probably yes, as most employers are talking about it. The pandemic was an experiment to prove if what others have studied previously regarding remote productivity was true. And the results? 94% of 800 employers surveyed by Mercer said that productivity was the same or even higher than it was before the pandemic.
Remote employees = more productivity!
The main reason behind this simple equation is that remote employees avoid the commute, create their own workflow, work at the hours that suit them best, are less likely to take sick days, and don’t get as distracted as those who work in an office.
5. Expedited Hiring
Remote workers, especially those with years of experience, are totally used to working in a virtual environment. They understand the tools and adapt quickly, making the hiring process smooth.
Instead of face-to-face interviews, you’ll be talking to candidates by video chat when you are in the remote recruitment process. The entire process is faster and effective, especially since remote recruitment agencies have all the experience.
The infographic below, created by Venngage, explains the main differences between a remote recruitment agency and a local recruitment agency:
Looking for a Superior Remote Staffing Agency? – DistantJob is Your Solution
DistantJob is a remote recruitment agency with more than ten years of experience headhunting the best tech talent. Our recruiter team is all IT specialists that know how to identify applicants who have the specific skills that your business requires.
Our team’s extensive screening processes help you find remote workers who are happy to adhere to your schedule, speak, and understand English and have the qualities your company is looking for.
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