Hiring new team members can be quite the challenge. You have to spread the word, sift through applications, and schedule interviews. Throughout the process, you must ensure you’re attracting the right candidates. Otherwise, you’ll just be wasting your time and have to start from scratch.
The process becomes even more difficult when you are hiring remote employees. As you would expect, not having face-to-face interaction presents unique challenges.
If you want to learn how to successfully hire remote employees, read on! These six tips will help you find the perfect candidate in no time.
- Refine the Job Description
Before you post the opening, you’ll want to refine the job description. Don’t just give it a general title like “marketer” or “developer.” Make it clear what responsibilities are involved and qualifications the candidate will need.
Refining the job description will do a couple of things. For one, it will attract candidates who are both interested in and qualified for the position. It will also help you know what to look for in applicants.
- Get the Word Out
You can have the most well-written job description there is. But, it will be useless if potential candidates don’t see it.
To get people to apply, you’ll have to spread the word. Don’t be afraid to cast your net wide. Take advantage of every platform available to you. Post about the opening on your social channel, online job boards like Glassdoor, etc.
Keep in mind that word of mouth is often one of the most powerful marketing tools. Inform your current team members and even your user base about the opening. They might know someone who is interested and send them your way.
- Run Background Checks
Some companies neglect to run background checks on their remote employees. They don’t see the need to as the person won’t be in office.
Employers should run background checks on all potential employees, whether remote or not. This ensures they fulfill their responsibility of creating a safe workplace environment (even if it’s online). Websites like Scout Logic help you by verifying past employment, criminal records, etc.
- Create a Unique Application Process
Most companies just ask for a resume, maybe a cover letter. These documents are a good way to learn about each candidate. But if you really want to get to know them, make the application a little more unique. Ask them to respond to thoughtful, engaging questions. Have them complete a small project that teaches them about your company and lets them show off their skills.
A unique application process won’t just help you get to know the candidates better. It will also act as a filter. Only people who are actually interested in applying will be willing to complete the few extra steps.
- Conduct Thorough Interviews
After sifting through applications, you should have a handful of candidates to interview.
Some companies insist on doing in-person interviews, even if the position is remote. This might make you feel more assured in your decision of who to hire. Interviewing candidates in-person, however, is a costly and time-consuming endeavor.
Phone or video-call interviews should be enough. Just be sure to make the most of your time with each candidate. Talk to them about your company’s culture and the position they’re applying for. Ask questions that will help you gauge their abilities and work ethic. Most importantly, do more listening rather than talking.
- Give Them a Reason to Stick Around
At this point, you should have the perfect employee for the job. You’ll want them to stick around to prevent having to go through the hiring process all over again. Make them feel part of the family by introducing them to the team, providing them with plenty of training, and encouraging them to reach out with questions.
With these tips, you should find the perfect candidate in no time (and get them to stick around). Good luck, and happy hiring!