Remote hiring: Frequently Asked Questions and Tips Workable

Especially in a virtual environment, where bonding and communication are crucial to build trust and establish a productive flow. As frustrating as this situation might be, consider that you’ve probably had a lucky escape. A company that treats its job candidates poorly will probably do the same to its employees. If you’re https://remotemode.net/blog/how-remote-interview-process-looks-like/ looking for your first remote job, you might also broaden your search to include freelance, contract, and part-time opportunities. Remote hiring within the same country is less complicated, as you don’t have to navigate international employment laws and regulations, but it does reduce your talent pool significantly.

• Another remote hiring tool that needs to be in your stack for scheduling video calls is Calendly.
• Before you go off to the races looking for your next hire, it’s critical to make sure the hiring team is aligned on exactly what it is you’re looking for.
• “If this happens, communicate what you would do if you encountered XYZ situation in a remote role; sometimes the thought process is more valuable than the actual answer.”
• Hiring an all-remote team from across the globe allows GitLab to pay local rates, which you can learn more about on the company blog.
• Pre-employment tests can help the employer objectively determine if you’re going to not only succeed at the job, but be happy in it, too.

We have a relatively extensive hiring process for such a small team. Ensure it includes everything a candidate needs to know and inspires them to take the next step, but don’t be too detailed as this can turn people away. If you simply don’t have time to put in the research for targeted job ad placements, your best option may be to use a recruitment agency.

Last Thoughts on Remote Work

Best practices for hiring remote workers also includes extending the interview process. Since neither of you will get an in-person feel for one another, this can provide the extra exposure to the other’s personality, helping you pick up on nuances that are more readily discernible in person. Even for people who are familiar with technology, video interviews can be a bit intimidating if they’re used to being in an office setting.

It’s also a good idea to go back to the job posting and review any information provided about their hiring process. Some companies are very straightforward about whether or not they’ll follow up, when they’ll follow up and how, and if you should follow up with them. Depending on the company and the role, recruiters can go through thousands of applications and hundreds of interviews with many impressive candidates. It can take them some time to make a decision about who to offer the role to or send to the next round of interviews. When recruiting for any position – including remote positions – the process should be structured and time-efficient. Hiring managers and external recruiters need to use their resources correctly, as opposed to focusing their efforts on lesser value tasks.

How to retain remote employees

After we have a contracting agreement in place, candidates go through an Onboarding and Orientation process. This involves getting to know the relevant systems the candidate will be working with like email, JIRA, source control, QA and communication tools. The process continues for successful candidates towards either an ongoing contract role, or towards full-time.

Somehow we’ve got to transform a person we’ve never met working from their couch to an employee we trust with the company credit card, social media account, or keys to our servers. And they’ll likely be asking you questions aimed at teasing these traits out. Hiring new employees is never easy, but hiring remote teams comes with additional challenges.

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We immediately want to do a Zoom video call and set the precedent of how we operate as a company. Avoid jargon, buzzwords, and don’t be tempted to simply copy and paste the ad from the last time the position was vacant. Are they reading The Washington Post, or are they watching TikTok videos? Don’t waste your budget by advertising on the wrong platform, and be sure to tailor your tone to suit the website.

Above all else, you need to convey that the job is either fully or semi-remote. Our sourcing effort is extremely important for bringing diverse talent onboard. Our Sourcers regularly network with recruiters and business verticals so they can quickly tap into real-time knowledge of specific markets when a niche position comes available.

Add remote working skills to the ‘about you’ section

During their second interview, candidates are asked to look critically at Parabol data and ask us questions in order to create their own remote onboarding plan and scope out about 2 months of work. From the questions candidates ask, we get a sense of their depth of skill, how they think and communicate, and prioritize what to learn in a new situation. We’ve found no better initial activity to evaluate who’s ready to work in the 21st century than this one. And, while we learn a lot about the candidate, candidates get a sense of our strategy and direction, acumen, and what we’re like to work with. If you are searching for a remote job at other companies and need help finding where to look?

We not only use behavioral interview questions but also have candidates complete personality assessments that measure traits such as efficiency, integrity and sociability in order to gauge fit for working virtually. Now that you understand why you should be hiring remote workers, it’s time to get started and build a world-class team. But before you post that job ad, you’ll need to optimize your recruitment process to ensure you hire the right remote talent. Follow these five steps for remote hiring and you’ll be welcoming the best of the best to your team in no time. Our interview process for most roles consists of a hiring exercise, one or several phone interviews, and in-person component. We always discuss team and organizational culture in the interview process, whether for remote or site-based positions.