According to Forbes, approximately 74% of professionals expected remote work to become a common standard even after the pandemic. Besides, about 76% of the entrepreneurs shared the same sentiments. It indicates that traditional office spaces and co-working spaces will experience massive changes in the future. The scenario forced the recruitment to pace in figuring out the best possible ways for remote recruiting.
Although some elements of the hiring process remain the same, you must consider several differences when attracting the best remote candidates. The blog post defines the concept of the remote hiring process, the importance of implementing a remote hiring process, and seven effective strategies that an organizational leader or manager must adopt to succeed in remote hiring.
Remote Hiring Process: Understanding the Concept
Remote hiring refers to the process of sourcing, screening, and onboarding candidates for various job positions without in-person interactions. Often, the process involves the use of various gadgets, especially smartphones and laptops, for conducting video interviews, pre-employment assessment tests, projects, work samples, panel interviews, and onboarding. With the introduction of technological advancements, the shift in recruitment practices enabled organizations to cast a wider net and tap into talent pools across geographical boundaries.
Are you aware of the differences between remote hiring and traditional hiring processes? A remote hiring process relies on digital communication and tools instead of face-to-face interaction. Besides, it is less personal and offers a different level of interaction than a traditional hiring process.
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Importance of Implementing a Remote Hiring Process
The global pandemic accelerated the adoption of remote work, creating opportunities for remote hiring. Organizations that avoided remote hiring had to adapt to remote work and discovered the benefits. Even with the subsiding of the pandemic, remote hiring continues to increase. Enlisted are the impactful benefits of remote hiring.
Reduced overhead costs
One of the significant benefits of hiring remote employees is to reduce office overhead. With a small on-site team, you need small office spaces. However, if all your employees are working remotely, you will never require a physical office. It dramatically lowers the rent and utility expenses. Besides, you can save your office expenses through equipment. You might support your remote employees with computers; however, you can save on your office furniture, décor, and maintenance costs even if you cover these expenses.
Before the pandemic, we believed that people working from the office were more productive, which is not true. A survey conducted stated that remote employees dedicate more working hours than daily officegoers. Moreover, more data from Forbes stated that remote workers are 35-40% more productive than office-based employees.
Better time management
When employees have to visit the physical office, we experience several cases of absences and tardiness. It’s because our employees have to commute from their homes to their workplace. Besides, they even get caught up in unexpected situations, including accidents and heavy traffic, wearing them down when they reach the office. Contrastingly, in a remote work setup, employees have more time to relax and start working without any stress of traveling, allowing them to maximize their working hours.
Reduces ecological footprint
Today, organizations are trying their best to reduce their ecological footprint. When you hire remote employees, you value the environment, and becoming eco-friendly is easier. The COVID-19 lockdowns, besides accelerating the shift to remote work, demonstrated the impact of commuting on the environment. Statistics state that during 2020, remote working reduced commute-related carbon emissions by 97%.
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7 Effective Strategies You Must Adopt for Remote Hiring
Conducting remote interviews
Remote working emerged as a significant trend in talent acquisition and recruitment in 2021 and might continue into 2023. Although several organizations reopened their offices last year, remote work emerged bigger than it was during the pandemic. Remote interviewing became a necessity for hiring during the pandemic and remained relevant as organizations continued to include it in their operating system.
During remote interviews, you must conduct job interviews through video conferencing platforms or specialized video interviewing tools. The technology facilitates collaborative hiring, making it easier for other departments of your organization to participate in the interview and selection process.
Assess skills, competencies, and other attributes
With the power of Artificial Intelligence (AI), organizations are assessing skills and competencies and using them to source, screen, and match candidates with vacant job roles. Skills and competencies have been effective in talent management for a long time, especially in identifying career paths. However, these fail to stand in talent acquisition. Some HR vendors include other attributes, including aspirations, interpersonal skills, and motivations within the organization’s system.
An awareness of particular skills and competencies is crucial for hiring the right remote employees. Besides, you must also consider nontechnical or soft skills, such as time management and critical thinking, along with hard skills, including engineering and software development. When you have the right software to help you match the suitable candidates to the right jobs based on skillsets and competencies, you increase the success of your remote recruiting process.
Leverage the power of analytics
Although not a recruiting trend, HR started adopting analytics at a rapid rate. Analytics remains a hot topic, influencing your organization’s definition of talent acquisition strategies and recruiting talent. The use of analytics across talent acquisition processes assists data-driven decision-making, offering insights to identify areas of strengths and weaknesses. It further reduces the cost of talent acquisition practices and identifies problems and blockages in the process of filling the vacant roles quickly.
With trending predictive analytics, your recruitment team effectively projects and predicts future trends, including estimated future candidate performance, predicted time to fill, and predicted tenure of a candidate. Advances in technology mean that aggregation, trend identification, visualization, and predictive analytics have emerged as stand parts of most recruiting software.
Write a realistic job description
When you are actively hiring, be sure to write a job description that specifies your expectations that help you attract the candidates and meet the team’s needs. When you are clear about the vacant positions in your job listing, you ensure that only qualified candidates will apply. When you are specific in your description, you offer the job seekers the opportunity to reflect on their skills, qualifications, and experiences. It helps you determine whether they are a good fit for your team. Candidates who fail to meet the requirements might not apply to the positions. It further narrows down the number of applications you receive.
Consider how well the candidate fits into the company culture
What is the difference between hiring a remote and an in-person candidate? One aspect that differs is your ability to assess how they will fit your workplace culture. Since you will carry the entire recruitment process virtually, you must be intentional about assessing each of your candidate’s cultural fit. Before you assess your candidate’s cultural fit, ensure to define your team’s values. What’s the benefit? You learn the qualities you must look for in your new hire. After you identify the values, develop specific interview questions. It helps in evaluating whether the candidate’s values align with the organization.
Offer a remote trial period
Are you extending your candidate’s job offer? You can allow them a trial period to assess how well they adapt to their roles. Ensure the creation of a contract expressing the terms of the trial period so that the candidates can understand that they are in a training period instead of a full-time position. During this period, you can evaluate the candidate’s ability to perform the work, learn new skills required as a part of your team, and determine how well they fit into your team’s culture. Adopting this strategy helps you evaluate the candidates while they learn about the position.
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Emphasize relationship building
Your remote hiring process is an excellent opportunity to develop relationships with potential hires. Since remote hiring often involves telecommunication, the candidates have minimal chances to know you and other members of the team. Therefore, emphasizing the relationship aspect of the workplace culture in the hiring process is an excellent way to make your candidates feel connected. When your remote employees engage as active members, they feel motivated and integrate into your workplace.
Today’s organizations are hiring remote workers for various reasons. These include access to a broader talent pool, reduced overhead office expenditures, and an increase in flexibility and productivity. If your organization plans to hire remote workers, you can adopt the strategies mentioned in the post and plan an effective onboarding process. Furthermore, ensure that your hiring managers are verifying the candidates depending on their criteria, opt for early communications, and set clear expectations to avoid disappointment.