Let’s be honest, remote work isn’t for everyone. With the changing landscape of the workplace, it’s even more important to find your ideal remote candidate based on your culture and company needs.
Naturally, you want to hire the best possible person for the position. That said, if you’re looking to fill a remote role, you’ll need to take a little more time during the recruiting and interviewing process. This ensures the candidate can work well in a remote work environment.
To find the best candidates the hiring process is different from your traditional in-office interview. Here are 6 steps to help you hire your A-team. Let’s dive in!
1. Define Personality and Character
Determining who your ideal remote worker will look like will help you avoid headaches. These are key traits we recommend you pay close attention to in the early stages of the interview process.
Remote workers must be self-motivated in order to finish tight deadlines and long projects. You don’t want someone who has an excuse for missing that email campaign you needed to be sent out on a specific day and time.
Being in a remote environment requires more communication than in a physical workplace. You want someone who will over-communicate to the team, managers, and coworkers. We recommend setting weekly one-on-one calls and utilize virtual meeting tools for team meetings.
The ability to manage your schedule on a daily basis is critical for a remote worker. A tip is to use your calendar for scheduling personal and work-related events. It’s going to be your best friend in creating a work-life balance and meeting goals.
This is often an overlooked characteristic, but important nonetheless. You want a remote worker who is honest in their actions so that trickles down to their work and your company. Imagine if you had to watch over your remote worker every second of the day because you felt they were lying about where they were and what they were working on.
You need someone who will be part of the conversation as both a support and leader. You don’t want someone who will not participate or is unwilling to help team members on projects. That’s a disservice to everyone.
Don’t be afraid to also create your own internal list of what you require in your candidate including qualities such as problem-solving, energetic, attentive to detail, or friendly. It’s critical that you know what this person in your role looks like before moving forward.
2. Write a compelling job post
A job posting sells the position, your company, team, remote-ness, and why you’re awesome. These are posted on job boards and that’s why it’s important to write an engaging job description. Here are the elements of a strong job description for your job posting.
Don’t spend more than a sentence describing your company. Be candid with your remote work expectations such as if the candidate will have to work off of their own work equipment. The more honest you are about your expectations the more ideal fit you’ll get.
Don’t use creative job titles
Using fun titles like “Brand Officer” might portray how fun your company culture is, but candidates searching for jobs aren’t looking for that. Your job post will be seen by fewer people and you could miss out on applicants. It’s best to use more common search titles like “Brand Manager”.
List the requirements that are critical to the job. What will this role look like day-to-day? Who will they report to? What is expected out of them in 3 months with this role?
Compensation should be competitive so include items such as:
- Health Benefits
3. Create a unique application process
It’s important to find a remote worker who wants to really work for your company. Ask the candidates to do something that shows they care enough about the job and company to want to get hired.
You can try asking them to include the following:
- Cover letters
- Portfolio samples
- Writing samples
By doing this simple step you’ll eliminate many applicants that weren’t a good fit. It’s a small, but impactful way to find candidates who are willing to put in the work to be seriously considered.
4. Ask for candidate references
Asking for three or four work references is a must. We often recommend a supervisor, director, or manager reference they worked with as one of the contact references.
Hiring remote employees by contacting their references is a great way to understand who they are as a worker. By talking to people they have worked within the past 3-5 years can give you an indication of what the person is like to work with and if they are a fit for your company.
5. Make the most of the interview
While it’s not always a guarantee that someone with previous remote work experience will do well in the job, if they’ve worked remotely before, they most likely know the benefits as well as the challenges of working from home. In the job interview, it’s your time to explore this and how they are in a remote environment.
Not only should the leading candidate’s interview with you, but they should also talk with other members of the team to ensure that they will be able to fit in with the company’s culture and mission.
Many companies hold at least three interviews. Create a virtual meeting with Google Hangouts, Skype, or Zoom for your interview.
During the interview ask questions around their remote environment such as how they overcome distractions. Also, be sure to pay attention to communication style such as responsiveness to your questions. You should also test them with real-life scenarios of the role to see how they would handle the situation.
6. Onboard your new hire
The transition to any new work role takes time for anyone. Give them the first 2 or 3 months to become accustomed to your company and the role. Without a physical office and supervisory presence, it can be hard for a new person to understand how the company works.
In the first few weeks set-up virtual meetings with them on a weekly basis. Also, provide internal tools, resources, training, and access to all the candidate needs.
Overall, Use these foundational steps as a leading guide to finding your ideal candidate that fits your culture and mission.
It’s important to not rush hiring someone to fill a remote role. It’ll take time and many tries even by going through the steps.
However, you can set yourself up for hiring a remote team more successfully by looking at character, writing a good job posting, testing your applicants, vetting candidates through references, interviewing the candidate virtually, and then putting them on a probation period.
Author bio: This post was written by www.virtualpostmail.com