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How to improve your Remote hiring strategy

A successful hiring strategy is hard to master, and your process could be unreliable. A hiring process can fall apart when it’s strategy is weak or lacking. This can be due to lack of communication, clarity regarding the role or company and many more factors. To make your hiring process more reliable and to prevent candidates from dropping out during it, follow our quick tips to nail your recruitment process in a remote or lockdown setting.


1.       Master your remote hiring process.

Due to the pandemic, remote interviewing has become the new norm. Remote hiring isn’t possible without adequately investing in upgrading your tech resources. Research tools on the market and establish which fit your requirements. A video interview doesn’t provide the same stimulating experience as an in-person interview. Train your team and provide them with tools and a structure to ensure a smooth remote process. ‘Arrive’ at the interview ahead of your candidates and allow time for an introductory period. Test your strategy to ensure its reliable enough to guarantee a smooth experience.


2.       Defining your role Requirements.

Identify your key role requirements by determining key skills you must see in a candidate’s CV, establishing what your looking for ranging for seniority to cultural fit and experience required. Creating these foundations from the offset will establish a clear vision and enable a smoother hiring process overall.


3.       Hiring content and promotional activity

Promoting jobs on social media is a great way to increase applications. Posting roles on social media is a great way to get organic interest and reach a larger audience. Post jobs on the platforms where you know your candidates will be actively looking and applying for roles. Consider using key words and hashtags to increase your chances of your posts getting noticed. It is also worth considering using paid promotion for job adverts to attract even more talent.


4.       Remote working culture

Any promotional activity should include details about your remote policy and rational for why the position is remote. Highlight the companies remote working culture and emphasise how your company values and culture unite and integrate your remote team with the rest of the business. Emphasising the value of remote working to your business will help you stand out. This is especially important for firms who have recently introduced remote working policies (e.g. due to the pandemic).


5.       On boarding remote workers

You should always aim to over communicate in a remote on boarding process, meaning having virtual meetings and conversations in abundance. Clear objectives need to be established for remote workers from the offset and regular evaluation of these should occur regularly during the onboarding. Arranging regular introductory meetings, assigning a mentor or buddy, and sending a welcome gift box from the team is a good way to make the remote worker feel welcome and help them settle in quickly, as well as ensuring all administrative and technical support is a hassle-free experience. Creating an onboarding portal for remote workers is an ideal place to store all administration, communication, and onboarding material, this will make any remote starters onboarding experience much smoother.