Remote Teams Month: Hiring a Remote Team
10th November 2021
Working remotely saves UK workers an average of 59 minutes daily on commutes (OwlLabs), Totaljobs has seen a 40% increase in searches that offer remote options and 20% of workers nationally say they would consider “moving to a different area of the country that is not within commuting distance of my company’s workplace”. Candidates intentions are clear, they want remote working to stay. Factoring flexible working into your hiring process from the very start is therefore clearly advantageous in attracting the best talent. Here are some things to consider to best adapt your recruitment process for remote hiring:
Your Job Specification and Advert
Soft skills are the making of a great remote employee, make sure you include the necessary skills in your advert, then prepare related questions for interview stage. Skills such as intuition, self-motivation and time management are important qualities to look for in remote candidates.
A vital part of your company is its culture, a survey by LinkedIn found that 70% of employees said they would leave a leading company if it had a bad culture, whilst another 71% said they would take a pay cut to work for a company that shares their values and has a mission they believe in. Strong business leadership, trust and accountability are vital for both a healthy business culture and a hybrid workspace. Address how you maintain your culture and values whilst working remotely throughout your advert to give the best idea of your company and what it’s like to work for you remotely. Short videos with team members can be an extremely powerful method of providing candidates with valuable insight to your organisation.
Let remote candidates know which video conference tools you use so they can download any necessary software or apps ahead of time. Start the meeting on-time and remember to also share a tech backup plan should the video call not connect.
We’ve already mentioned intuition, self-motivation and time management as important qualities to look for in candidates. Assessing someone’s competence for communication (especially written), productivity, decisiveness and self-discipline should also factor into the remote hiring process. Create questions and assessments to reveal these qualities. Role-playing, for example, is a proven soft skill assessment method. Interview questions could include:
- What’s your remote working experience?’
- How do you organise your working day?
- Tell me how you stay focused?
- Describe what a healthy work environment looks like to you?
- What methods do you use to stay in touch with colleagues?
Whether your tests are psychometric or skills-based there are plenty of online options to streamline your remote hiring process. As with face to face hiring, make sure they’re appropriate and give you the insight you need to be as helpful as possible in your decision making process.
A Few Things to Avoid
- Don’t focus wholly on productivity to the exclusion of everything else; it’s also important to make sure your top-notch candidates can work as a valuable member of your team.
- Don’t under-evaluate hard skills either. You must ensure your new hire can hit the ground running from a technical perspective
- Don’t forget feedback!
Though it has become popular, the practice of remote hiring is still a fairly new concept for most businesses. Remote hiring requires companies to adjust key elements of the recruitment process, update their employee policies and invest in the relevant technologies. These modifications ensure companies enjoy successful remote hiring campaigns and appoint the candidate capable of making an impact in a remote working environment.
MD comment: There’s no doubt remote working is here to stay and along with it, remote hiring. If you are serious about utilising remote working your hiring process really needs to reflect this and stand out as a seamless, clear and involving process for candidates. After all, if you want your new hire to work effectively in a remote setting, you really need to demonstrate your organisation is set up for this too. We have worked with several clients recently to improve and develop their remote hiring process which has seen them gain access to groups of excellent candidates who were unable to easily commute to a specific location or needed flexibility to accommodate their personal circumstances. If you need help with your remote hiring strategy or process, get in touch
Our next blog we’ll be focusing on remote onboarding.