How to Create a Remote Recruitment Strategy

By: Amanda Therese

Remote work has gotten increasingly popular. Recently, a CNBC report even suggested that it will become the norm, thanks to the ongoing coronavirus pandemic. “The coronavirus is going to be a tipping point,” explains Kate Lister, the president of Global Workplace Analytics. “… I foresee that this [COVID-19] is going to really accelerate the trend [of remote work being offered].” Given this impending new reality, more companies need to start crafting a remote recruitment strategy to keep their business growing. Here's how to do so for your own business:

Set clear and specific parameters

Entrepreneur notes that the key to hiring the right team is getting people who possess the right characteristics for remote work. You can ensure this by setting clear and specific parameters as to the attitudes and skills you want applicants to have — aside from those that the job entails. In general, you’d want candidates who are self-motivated and disciplined so they can work with minimal oversight. Additionally, having good written and verbal communication skills is paramount to ensure efficient communication, especially since you won't be seeing each other often. By setting these parameters right away, you’re increasing the likelihood of hiring people who can not only do the job, but can do the job without the structure of a traditional office.

Use the right recruitment channels

One of the perks of recruiting remotely is that you have access to a wide range of talent. Knowing where to find them, though, is crucial. Commonly used channels in this case are job sites such as CareerBuilder and Indeed, and professional networking sites like LinkedIn, and social media. However, Comeet explains that "harder" channels should also be part of your hiring strategy, as job boards and social media are shown to be the least effective in recruiting new talent. In lieu of these traditional channels, sourcing and direct outreach should be high on your list. They’ll cost more upfront; but in return, you’re more likely to get quality talent straightaway. In fact, 85% of candidates who are sourced or directly approached pass the initial résumé screening. Again, efficiency should be central to any recruitment strategy, and using the right recruitment channels will help.

Leverage technology

Given today's technology-driven world, employing technology to maximize and streamline your recruitment process should be part of your strategy. In particular, Fast Company recommends using automation and artificial intelligence (AI) in talent acquisition. These advancements screen résumés based on the parameters you have set, thus leaving only the most qualified applicants. You can even employ text-to-apply solutions that will allow candidates to complete applications via text only. This will help you cast a wider net, and will let you connect with top talent everywhere in the world.

Have a remote interview system in place

In-person interviews are still king in talent acquisition. So, if it’s feasible, then great. If it isn’t, your remote interview system will come into play. To set this system up, 3 of the pointers in ‘4 Tips to Prepare for a Virtual Meeting’ are actually applicable. First, make sure you have communication platforms like Skype, as well as collaboration tools such as Zoom and Slack, as they are easily accessible and easy-to-use solutions to any communication needs. Next, you’ll need to make sure that every interviewer is on-point with meeting etiquette, as this virtual interview is a reflection of your company’s culture. Finally, these interviews must be well-planned, with a clear agenda and an organized flow. In this way, you’ll still be able to conduct effective interviews before deciding on an application, even if it's done remotely.

Ensure effective onboarding

Once you've gone through applications, interviews, and deliberation, next up is onboarding. Central to effective onboarding is having an established protocol, one that is repeatable yet adaptable, so you can use it for different teams at different times. It should also be done as early as possible, or at least three weeks before the employees’ start date, according to Forbes. Doing so lets the new hires acclimatize to your company’s work culture. It also gets them ready for work right from day 1, which inspires a positive feeling right away. These will set your remote team up nicely for future success.