Remote work is more common than ever before, and it has increased dramatically in a short period. Before the COVID-19 pandemic, 17% of employees worked remotely five or more days per week. During 2020, that number grew to 44%, according to Statistica. And a Ladders 2022 quarterly report showed nearly tripled numbers of remote jobs within the year.
But one thing hasn’t changed: Just like in-office employees, you want to hire remote workers who fit your company culture and can provide the best of what you’re looking for in your open roles.
Now that many jobs are not on-site, the competition is greater. You’re competing with other organizations throughout the country. So, what do you do to recruit and hire the best remote workers? Here’s our cheat sheet guide for how to hire remote employees.
Know Your Needs Before Starting to Hire
You can’t hire the best remote workers if you’re unsure about your needs.
Before talking to candidates, get clear on what you want and need in your remote workers. What tasks need to be completed and goals need to be reached most? And in turn, what skills, abilities, and proficiencies should a candidate have to be successful?
Once you know the answers to these questions, you can go into the process with a good idea of your ideal employee for each position.
Be Aware of Your Brand’s Online Reputation and Messaging
Some of the best candidates will diligently research before applying to your company and meeting with you.
They’ll check websites like Glassdoor to see what you offer regarding compensation, benefits, and culture. That includes current and former employees’ opinions of your company.
And these details matter to candidates. So, search yourself and keep track of your online reputation. You’ll not only learn if there’s something you need to work on improving, but you’ll also get a feel for potential remote workers’ first impressions when they research your company.
Keep Expectations Clear in Your Job Posting
Don’t be vague or confusing about what you want from each posted job. Keep the requirements and expectations clear so there aren’t any surprises when you get to the interviews. Have several people from your organization (who will be working with the new employee) review the job posting. They can then suggest changes based on the role’s expectations.
Offer Benefits Relevant to Remote Workers
Many of the perks companies use to woo on-site employees won’t be meaningful to remote workers.
Instead, think of benefits digital workers will care about, such as:
- Unlimited PTO
- Gym memberships
- Career development programs
- Subsidized insurance plans
- Childcare benefits
- Discounts or coupons to local or online stores
- Reimbursements on work-from-home setups
- Virtual happy hours or team get-togethers
These are just a few examples. If you have current remote employees, you might ask them about what perk types they’re most excited for.
Give Interviewers the Right Information
If you want to hire remote workers for an open position, pay close attention to the questions and responses in the interview. Ask strategic questions that will give you a sense of how each candidate works, thinks through problems, and potentially fits within your company.
Also, make sure each interviewer knows what the employee’s role and responsibilities will be. Each interviewer can ask specific questions, choosing different work-related topics to cover. That will keep everyone on the same page in selecting the best employees.
Set in Place a Structured Recruitment and Interview Process
Staying organized will help you find the best candidate and keep candidates feeling confident about your processes. Some ideas include:
- Letting candidates know each step of your interview process upfront
- Sending candidates a link to each interviewer’s LinkedIn profile and a sentence or two about what they will cover
- Following up quickly after each stage of interviews
Have a structured process that shows remote candidates you care about their time.
Turn to Your Current Employees
Finally, don’t forget about utilizing your onsite or current remote employees!
Ask for referrals, and provide rewards for those that convert to employees. Trust current workers to suggest good candidates for your remote positions.
Remote work is here to stay for many companies, even if that means more hybrid (part remote, part onsite) options. If you plan to hire remote workers, use this as a guide to doing so efficiently while impressing candidates.
Need help finding the best remote workers for your company? AMG Recruitment can help you target the most suitable remote candidates through a strategic multi-channel approach. Learn more by contacting us today.