Written by
Sina Brust
#virtualspacehero
If you’re here, you’re probably interested in remote hiring best practices. Or maybe you’re just avoiding doing your actual work. Either way, you’re in the right place. This blog article is inspired by Amit Matani‘s insightful speech, the CEO of Wellfound, at the Remote Works event. Let’s dive into the world of remote hiring and discover how to find the right fit for your team, no matter where they are in the world.
Once upon a time, working remotely was a luxury. Now, it’s the norm. The pandemic changed the way we work forever. Companies had to adapt quickly. Many found that remote work actually worked! But with this shift comes new challenges, especially when it comes to hiring.
Remote hiring is not just posting a job online and hoping for the best. It requires strategy, patience, and a bit of creativity. We’re here to guide you through the best practices for remote hiring. Let’s get started.
Define Your Work Style
The first step in remote hiring best practices is understanding your work style. Is your company synchronous or asynchronous? This will shape how you hire and who you hire.
🌞 Synchronous Work Style: This involves real-time communication. Think video calls and instant messaging. It’s great for quick feedback but can be challenging across time zones.
🌚 Asynchronous Work Style: This focuses on communication that doesn’t happen in real-time. Think emails and project management tools. It allows for flexibility and can include team members from all over the world.
Knowing your work style helps you target candidates who thrive in that environment. Make sure to mention this clearly in your job postings.
Side-note: You are more synchronous? Well, in this case, we strongly recommend to get in touch with us and discuss how to become a remote-first and asynchronous organization as we know from experience that a remote environment requires an asynchronous work style!
Essential Tips for Remote Job Descriptions
Next up, writing clear and detailed job descriptions. This is crucial for remote hiring best practices. Your job description should outline:
- Job title and responsibilities
- Required skills and qualifications
- Company work style (synchronous or asynchronous)
- Remote work policies
- Salary and benefits
Be honest and transparent. The more information you provide, the better candidates you’ll attract. Remember, you’re not just selling a job; you’re selling a lifestyle.
➡️ Embrace Diversity and Inclusion.
Remote work opens up a global talent pool, providing a fantastic opportunity to embrace diversity and inclusion. We are trying to say that diverse teams bring different perspectives and ideas, leading to better decision-making and innovation.
Broaden your search beyond one region to look for talent worldwide. That also includes trying to use inclusive language in your job descriptions to attract diverse candidates. Consider providing diversity and inclusion training for your team. After all, embracing diversity and inclusion not only enriches your team but also enhances your company’s reputation.
➡️ Offer Competitive Compensation.
Offering competitive compensation is essential in remote hiring best practices. Remote workers often have more options, so you need to stand out. Research market rates to know what similar roles pay in different regions. This helps you offer competitive salaries.
Consider benefits like health insurance, retirement plans, and paid time off. These can be a big draw. Emphasize the flexibility of remote work. Many candidates value work-life balance as much as salary.
💡 To hit the right target group, use remote-focused job boards. There are plenty of job boards out there, but not all are created equal. For remote hiring, focus on platforms that specialize in remote jobs. Wellfound, formerly AngelList, focuses on startup hiring and remote jobs. RemoteOK and WeWorkRemotely are other great resources for finding remote talent.
Using remote-focused job boards increases your chances of finding candidates already interested in remote work. This saves you time and effort in the long run.
Screen Candidates Thoroughly
Screening candidates is a critical step in remote hiring best practices. Since you won’t meet candidates in person, you need to be thorough. Here’s how to do it:
👉 Initial Application Review: Look for candidates who meet your basic requirements. Pay attention to their cover letters and resumes.
👉 Skills Assessment: Give candidates a task related to the job. This helps you see their skills in action.
👉 Video Interviews: Conduct video interviews to get a sense of their communication skills and personality.
👉 Reference Checks: Always check references. This gives you insight into their past performance and work ethic.
An applicant tracking system (ATS) helps you manage candidates from application to hire.
Case Study doist: At doist the recruiting process foresees the following steps if you are pre-selected when submitting your CV
- Value alignment interview
- Role-specific interview
- Take-home test project. This will be your opportunity to showcase your role-specific skills.
- Culture contribution interview
Onboard Remotely with Care
Once you’ve hired the right candidate, the next step is onboarding. Remote onboarding requires extra care and attention. Here are some tips:
🎁 Welcome Package: Send a welcome package with company merchandise and necessary equipment. Just because you are a virtual company, it doesn’t mean you cannot surprise with some “real” things that are delivered traditionally by the post office.
🧭 Orientation: Have a virtual orientation to introduce them to the team and company policies.
🏋️ Training: Provide training on tools and processes. Make sure they know where to go for help.
🧑🤝🧑 Buddy System: Pair them with a buddy who can answer questions and provide support.
A smooth onboarding process sets the tone for a successful working relationship. It helps new hires feel valued and part of the team from day one.
Case Study Gitlab: The handbook started when GitLab was a company of just ten people to make sharing information efficient and easy. They knew that future GitLab team members wouldn’t be able to see emails about process changes that were being sent before they joined and that most of the people who would eventually join GitLab likely hadn’t even heard of them yet. The handbook was their way of ensuring that all of the company information was accessible to everyone regardless of when they became part of the team. The handbook is publicly accessible.
Use the Right Tools
The right tools can make or break your remote hiring process.
Use communication tools like Slack or Zoom for seamless communication.
Project management tools like Trello are essential for tracking projects and tasks.
Document-sharing tools like Google Workspace make sharing easy.
💡Using the right tools streamlines your process and makes remote hiring more efficient.
Monitor and Adjust
Finally, remote hiring best practices require continuous monitoring and adjustment. The job market is always changing, and so are candidate expectations. Regularly collect feedback from new hires and current employees about the hiring process to identify areas for improvement. Analyze your hiring metrics to understand how long it takes to fill a position and what the retention rate is. Use this feedback and data to adjust your hiring strategies, ensuring you stay flexible and open to change.
By continuously monitoring and adjusting, you can keep your remote hiring process effective and efficient.
Build a Strong Company Culture
Building a strong company culture is vital for remote teams. Even though you’re not in the same office, you can still create a sense of community. Have regular team meetings and one-on-ones to keep everyone connected and informed. Organize virtual happy hours, game nights, or coffee chats to help team members bond.
We, at #VirtualSpaceHero, recommend using tools like Slack to keep communication flowing. Encourage openness and transparency. A strong company culture makes your team more cohesive and productive. Plus, it makes your company more attractive to potential hires.
The Role of Technology in Remote Hiring
Technology plays a vital role in remote hiring best practices. From job postings to interviews, tech makes the process smoother and more efficient. Let’s explore some key technologies that can enhance your remote hiring process.
👉 Artificial Intelligence (AI): AI can help you screen resumes and applications quickly. Tools like HireVue use AI to analyze video interviews and assess candidates’ skills and fit.
👉 Chatbots: Chatbots can handle initial candidate queries and schedule interviews. This saves time for your HR team and improves the candidate experience.
👉 Video Interviewing Platforms: Platforms like Zoom are essential for conducting remote interviews. They offer features like recording, which can be helpful for review and comparison.
👉 Remote Work Simulation Tools: Tools like Crossover’s WorkSmart allow you to simulate remote work environments. Candidates can demonstrate their skills in a real-world setting, giving you a better idea of their capabilities.
Integrating these technologies into your remote hiring process can streamline operations and help you make better hiring decisions.
Adapting to Remote Work Trends
The remote work landscape is constantly evolving, and to stay ahead, you need to adapt to the latest trends. Many companies are adopting hybrid work models, combining remote and in-office work, which offers flexibility and can attract a wider range of candidates.
There is also an increasing focus on soft skills like communication, collaboration, and adaptability. These skills are becoming more important, so make sure to assess them during the hiring process.
Candidates are prioritizing work-life balance more than ever, so highlight how your company supports this in your job postings. The gig economy is booming, leading to an increased use of freelancers for short-term projects or specialized tasks.
Additionally, companies are investing in virtual team-building activities to foster connection and camaraderie among remote workers. By staying informed and adapting to these trends, you can ensure your remote hiring practices remain effective and competitive.
Building a Remote-First Company
Building a remote-first company requires a strategic approach. It’s not just about allowing employees to work from home; it’s about creating an environment where remote work thrives.
It’s important to clearly communicate expectations for remote work, including working hours, communication protocols, and performance metrics. But also invest in technology to provide your team with the necessary tools to work efficiently from anywhere. Don’t forget to encourage employees to set boundaries, take breaks, and offer flexible working hours to promote a healthy work-life balance. Provide opportunities for professional development and continuous learning through online courses, webinars, and training sessions. Additionally, create opportunities for employees to connect and socialize using virtual team-building activities, online forums, and regular check-ins.
By building a remote-first company, you can attract top talent, improve employee satisfaction, and increase productivity.
Conclusion 🚀
Remote hiring best practices are essential for finding the right fit in a remote-focused world. From defining your work style to using the right tools, every step in the process matters. By following these best practices, you can attract top talent, build a strong remote team, and create a thriving remote work environment.
Remember, remote hiring is not a one-size-fits-all approach. It requires continuous monitoring, adaptation, and a commitment to creating a positive remote work culture. Embrace the challenges and opportunities that come with remote hiring, and you’ll find that the benefits far outweigh the difficulties.
So, go ahead and put these remote hiring best practices into action. Happy hiring, and may your remote team be ever-productive and engaged!
FAQs
- How can I make my remote job postings stand out?
Use clear and detailed job descriptions. Highlight your company’s remote work policies, salary, benefits, and work style.
- What tools can help streamline the remote hiring process?
Tools like applicant tracking systems (ATS), video interviewing platforms, and remote work simulation tools can enhance your hiring process.
- How can I assess a candidate’s fit for remote work?
Conduct thorough screenings, including skills assessments and video interviews. Check references to gain insight into their past performance.
- What are the benefits of using remote-focused job boards?
Remote-focused job boards attract candidates specifically interested in remote work, leading to better matches and saving time in the hiring process.
- How can I build a strong remote company culture?
Foster regular communication, organize virtual social events, and promote a sense of community. Encourage openness and transparency within your team.
