Use social media to post jobs, both from your own accounts and in industry groups on Facebook and LinkedIn. Encourage your recruiters to have an active presence on social media, making them available for candidate questions. Use hashtags and campaigns around certain jobs or your remote job options—partner up with marketing initiatives to get your posts out there. For employers interested in hiring, their challenge is not so much about adapting to a virtual interview process but rather their ability to productively onboard a new hire remotely.
That’s why we’ve created a guide to help you nail your remote hiring process. If you rely only on local talent, it might take you longer to find the candidate who fits your requirements. On the other hand, when you cast a wider net, by interviewing and hiring employees remotely, you increase your chances of finding the skills you’re looking for faster.
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This way, you’ll avoid candidates that don’t have what it takes to apply or candidates that don’t align with your company. InterviewMet with HR rep for screening, quickly met with two peer teammates. Once that was completed, was invited to meet with the reporting manager for this role.
- The hiring process at Remote takes an average of 27 days when considering 40 user submitted interviews across all job titles.
- It’s as close a proxy for working with a prospect without actually having hired them.
- If multiple people are online in a house at the same time, this can occasionally cause delays with video conferencing tools.
- Video interviews can also help reduce stress, since the added pressure of travel is no longer on the interviewee.
- Additionally, we’re fortunate to have our global workforce working from home — armed with strategies in place to support growth — while continuing to source, hire, and on-board new team members virtually.
The best option is a tool that allows you to perform all required tasks within the same platform. For example, having all the relevant tools for tracking candidates and commenting on their applications and progress within the same system is a factor that can make the process smoother. To learn more about creating an agile recruitment process, read how we helped JYSK perfect their remote recruitment process. Once the ink is dry, we start preparing for the remote interview process new hire’s first day at Help Scout! We get right to work with some of the behind-the-scenes action items like getting laptops ordered, setting up tools and access, and planning first day logistics. While the project is certainly an important piece of the process, it is not the sole determining factor for moving to hire. The hiring team considers the project score combined with feedback from earlier stages to decide who moves on to the final stage.
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Felt like I did well, even the HR rep sent me an email stating he received good feedbacks and should hear back end of the week. At least let me know that I didn’t get the job, it’s been more than a month since “end of the week” that I was suppose to hear the result. At this point I don’t want this job now, but I wish I knew what happened. Clear candidate communication is always important, including when hiring fully remotely. Openly share you’re doing a fully remote recruitment process and explain what tools they’ll need, confirm that their application was received, and share a timeline and overview for the process.
- There are numerous job boards out there, so it’s important to understand your market and where candidates you’re interested in hang out.
- Always test drive the online meeting platform you’ll be using during the interview.
- Our headhunters can find exceptional talent for you and your team.
- This will help you establish the exact position and role the new person will have, and it will be easier to look for skills when making the hiring decision.
- This is important for you as a candidate to get a feel for whether it’s a good culture fit.