Do You Have a Solid Remote Recruiting Process in Place Now? If Not, Here Are a Few Tips

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Given that millions of people began working from home during COVID-19, staffing providers had to pivot to remote recruiting to fill customer needs. Although the transition may have been challenging, many employers appreciate the benefits of having employees work remotely. There are wider talent pools to choose from. Office costs such as rent, utilities, and management items are down. Without the commute to and from the office, productivity is up. As a result, more companies are allowing staff to work remotely. This provides additional opportunities for your staffing company to benefit.

Here are some tips for your staffing business to create a remote recruiting process. 

Define Your Candidate

List the skills, abilities, and qualities the ideal remote employee has. Include culture fit, collaboration skills, communication abilities, self-motivation, time management, and adaptability. Design a rubric focused on the core competencies needed for the role for the hiring team to measure candidates against.

Create a Job Description 

Write a job description based on the remote employee’s duties and responsibilities. Include a title and key terms that show the position is remote. Detail day-to-day activities and how the position contributes to company goals. Clarify if hiring is limited to certain cities, states, countries, or continents. Outline hard and soft skills, experience, and education required for the role. Share information about company culture, dedication to remote employees, and benefits and perks.

Promote the Position

Post the job ad online. Remote job boards such as FlexJobs, Working Nomad, and WeWorkRemotely are suggested. Social media platforms like LinkedIn, Twitter, and Facebook let you reach a significant number of people who may be qualified for the position. Include hashtags and videos to showcase company culture and team members. Create campaigns to promote the job posting.

Screen Candidates 

Review your hiring rubric to ensure the candidates you prescreen have the appropriate qualifications. Set up a time to talk on the phone for 15 minutes. Get to know the candidates better and ensure the role is a good fit for what they’re looking for. Determine how candidates solve problems, work with deadlines, and communicate. Assign a project to test their remote work skills and evaluate what it may be like working with them.

Conduct Remote Interviews 

Interview candidates through video conferencing. Use the hiring rubric, so you know the key skills and requirements needed. Clarify that the questions you ask to uncover the competencies being interviewed for. Set a time limit for each interview. Evaluate each candidate to determine which ones to direct to the hiring manager for additional interviews. Follow up with all parties regarding the next steps.

Extend a Job Offer

Once the hiring manager decides which candidate to hire, extend a formal job offer. Outline the necessary details with the hiring manager and candidate verbally and in writing. Ensure the final contract is signed by all parties.

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