16 Dec 2020
Top 10 Guidelines For Hiring New Employees Remotely
In the wake of a global pandemic, employers have had to rethink everything about their companies and how to keep afloat. Working from home has become the new norm. Along with this, hiring must be done differently as well.
What are some easy ways for employers to make hiring and the onboarding process seamless while working remotely?
Understand the motivation for remote work
There are numerous reasons why someone chooses remote work over in house working. Some people might need flexibility due to raising small children or maybe there just is not enough work in their field locally. Understanding their reasoning can give an employer good insight into the interviewee and help make a better-informed decision when considering the candidate for employment
Communicate all information clearly and timely
Inform and ensure all candidates are familiar with your chosen software. If you are expecting them to turn on their camera for a video interview tell them in advance so they can download the app and give them a chance to be mentally prepared.
Lead and structure the conversation
Intentionally building an interview pack for all interviewers within the company can save time. This ensures everyone who is interviewing a potential new hire knows what is going on and asks the right questions, so the fairest decision can be made. This also weeds out redundant questions across different interviews with the same interviewee.
Certain jobs, especially ones in computing and software usually have a coding or system design assessment along with the interview process to test the candidate’s skills. In-person this is usually accomplished by a paired coding station. With the right technology and online assessment platforms, this can be mimicked, making these types of assessments within the realms of possibility.
Make sure to send reminders out to the interviewers in advance. “They are still doing their jobs and will need time to switch from work mode to interview mode. Even giving them 10 extra minutes of leeway will help make this transition” says Victor Scholz, a recruiter at Brit student and Next coursework.
Test your Technology
If you are conducting video interviews, then taking the time to make sure the technology is working properly is a must. Test your camera and your sound to make sure it is working properly. Also, take this time to silence all other notifications and your mobile phone.
Pay attention to soft skills
If you have identical candidates, how do you go about deciding which is the best fit? Look for candidates whose soft skills are an asset to the job or remote working in general. Tech-savvy people, good time management skills, and strong communication skills will make them well suited to remote working.
Just like at a normal office job pair the new hire with someone who has been there to show them the ropes, but virtually. Building a strong sense of belonging becomes vastly important in remote work settings, as it creates a good remote work environment. This helps keep employees content and improves their productivity.
Introduce your new hire to the tools and procedures
Set aside time to train the new hire on all the necessary tools and procedures they will need to perform their duties well. Also take the time to explain the company-wide activities like email, chat, tracking time, signing up for benefits, and taking time off. This will help the new hire adapt quickly to their new virtual team and set them up for success within the company. (Here’s a list to some remote tools to help with managing your team.)
Trial a probationary period
“Hiring an employee for a trial run can be a better option than hiring them full on. This will give everyone involved time to see if the job and remote working are a good fit all around” says Darlene Dennis, a business writer at 1 Day 2 write and Writemyx. Being on a probationary period allows both employers and employees to make sure the company and the job are a good fit for the candidate and employer.
Hiring employees to work remotely is necessary for the foreseeable future. Using the above guidelines will help ensure your business’s success with finding suitable candidates and be great additions to your company.
About the Author:
Michael Dehoyos is a content marketer and editor at Thesis writing service and Write my personal statement. He works closely with a wide range of companies, supporting them in developing and improving their marketing strategy concepts. He is also a writer at Origin Writings.