Technology has come a hell of a long way over the last two decades. I still remember plugging in the modem cable after everyone was off the phone and then waiting for it to connect with that sound that we’re probably never going to forget. Now, you can literally hire a professional in any area or niche to work for your company, all without ever meeting them in person.
Remote working has solidified its place in the modern workplace over the past decade. Several factors have driven this shift, including technological advancements, shifting employee preferences, the COVID-19 pandemic, geopolitical instabilities such as wars i Ukraine and the Middle East, global talent pool accessibility, cost advantages, and environmental sustainability. These elements have shown businesses that remote work is not only viable but often preferable. However, as a business owner or HR manager, it can be hard to know whether you’re remote recruiting properly.
This hiring process comes with its own set of difficulties and obstacles you need to be aware of.
Today, I’m going to share with you the complete guide to recruiting and hiring remote workers, all to ensure your recruitment drive is as successful as possible.
Defining Who You’re Hiring
First things first, you need to make sure you’re absolutely as clear as possible in who you’re looking to hire and why. What qualities are you looking for, and why are you choosing to hire remotely? However, you need to remember that you’re not just hiring someone for their skills in completing their job role, but also someone who can work from home properly.
This means you’re looking for an emphasis on self-management skills, productivity, and expert communication skills. Maybe that’s not what your business wants though. Maybe you’re looking for someone you can just send work to and trust them to get on with it, rather than having personal relationships with them. It’s up to you.
The core of this idea is to create an overall image of the ideal person you want working with your business. This way, when you’re creating content like the job posts, searching through applicants, and interviewing people, you know exactly what you’re looking for.
Advertising Your Job in the Right Places
Once you’re clear on who you’re hiring, it’s time to start looking, which means you need to ensure you’re looking in the right places. Are you going to be advertising on your social media profiles, or job websites, or searching on remote job databases? Are you going to be hiring internally, or from another branch internationally?
Even if you don’t have a branch overseas, you may be able to hire through an Employer of Record (EOR) solution. The EOR provider compliantly hires and pays your overseas workforce, while the employee continue to be under your direct supervision.
With your clear image, you should have some ideas on where the best places to look are. You don’t want to miss out on some key advertising locations because you could easily be missing out on the talent that’s best for your business.
You’ll also want to make sure you’re optimising the ways in which someone can apply to your business. In many cases, gone are the days of writing out a CV and cover letter. People just can’t be bothered and don’t have the time. Instead, many innovative applicants will want to fill out online application forms that they can do from their phone, or even just apply using a portfolio or LinkedIn profile.
If you don’t offer these options when it comes to applying for your business role, this can put a lot of people off, and they’ll end up not applying, and you’ll have missed out.
Treat Your Candidates Well
Just like you would when people are physically coming into your business for a job interview, you’ll want to make sure your overall candidate experience is the best it can be. You want to be welcoming and hosting, and you don’t want people to be put off working for your business because you’re not treating them well.
In many respects, how you interview people will be their first impression of your business and if you don’t get it right, then people aren’t going to bother sticking around. Since remote working has taken off so much, people can literally work for any company anywhere in the world.
If you’re not treating them right, you can be sure that another business is, and then it’s clear who they’re going to choose to work for. Of course, it’s easier to create a great candidate experience when they’re coming into your business, but a bit harder when you’re recruiting remotely.
“Some things to consider include using a camera, so the interviews and meetings are more personal, and maybe even touring your offices so everyone can see what’s going on. Be proactive in talking about what your company has to offer and why working with you will be such a great experience. Don’t be afraid to think outside the box,” explains Lucy Harper, a writer at DraftBeyond and LastMinuteWriting.
Set Up Your Questions
While many candidates will be preparing to put themselves across in the best possible way, you need to make sure you’re getting the information you need to know. You, of course, can do this by asking the right questions.
This includes asking questions on how they are going to be able to handle the job they’re doing, as well as asking how well they’re going to be able to manage remote working. When you’re not in an office environment, it can be hard to stay on track and stay motivated, so it’s up to businesses to work with their employees to make sure they have everything they need to do the best job possible.
Ask for certain behavioural questions to see what kind of skills your candidates already have, such as timeliness and communication skills, as well as allowing them time to detail their characters.
“Remember, your business is different from the next, so you’ll need to work out what you’re looking for in a business and what kind of experience you want to have when working with remote workers, which is why it pays to define your ideal person,” shares Nick Anderson, an HR blogger at Writinity and Researchpapersuk.
Work with the Candidates, Not Against Them
This is a weird one. In the past, businesses have shown time and time again to have a bit of superiority complex when it comes to hiring people. People are coming to the business; therefore, they should have to prove how good they are in order to work here. Times just isn’t like this anymore.
Nowadays, you’re looking for a win-win situation for everyone involved. This means HR departments, businesses, and candidates should be working together to find the best people for the spaces you’ve got to offer.
From a business perspective, this means helping your candidates to decide for themselves whether working with you is the best opportunity for everyone involved. Look into what a candidate is looking for in a workplace and then see whether that’s what you’re offering.
If you’re not offering what the candidate is looking for, but they’re still unsure, then it’s fine to highlight why you don’t think they’re a good fit. If you both agree, then you can go your sperate ways. If they don’t but want to work on making themselves a better fit, then this is an agreement where both you and the candidate can work together.
It’s all about creating an experience where everyone is working together.
Additional Factors to Consider
Remote work in 2024 involves several additional considerations:
Evolving Technology and Tools
- Integrating AI in recruitment processes can enhance efficiency and reduce bias through candidate screening, skill assessment, and initial interviews.
- Digital collaboration software, such as Slack, Microsoft Teams, and Asana, is increasingly important for seamless communication and project management.
Flexible and Asynchronous Work Models
The future of work embraces flexible working hours and asynchronous work models, allowing team members in different time zones to contribute without needing simultaneous presence. This fosters productivity and diverse thinking.
| Factor | Impact |
|---|---|
| Technological Advancements | Facilitates seamless remote communication and project management, enabling global collaboration. |
| Cost Advantages | Reduces operational costs, including expenses for office space and utilities, reallocating those funds to employee benefits or technology improvements. |
| COVID-19 Pandemic | Accelerates remote work adoption, proving its feasibility and enhancing focus on health and safety. |
| Geopolitical Instability | Remote work ensures business continuity during conflicts, offering safety and stability to employees. |
| Environmental Sustainability | Reduces commute-related carbon emissions, contributing to environmental conservation and appealing to eco-conscious candidates. |
| Work-Life Balance | Enhances flexibility, improving employee satisfaction and retention by supporting personal and professional balance. |
| Global Talent Pool Accessibility | Provides access to a diverse range of skills and experiences worldwide, fostering innovation and competitiveness. |
Conclusion
Remote work in 2024 is shaped by technological advancements, evolving work models, and political and environmental factors. Companies must embrace flexibility, prioritize well-being, and leverage modern recruitment tools to attract top remote talent. Businesses can build resilient, diverse, and highly effective remote teams by adopting a collaborative hiring approach and addressing current challenges. Ultimately, success in remote recruitment lies in understanding evolving candidate preferences and creating a supportive, innovative work environment that meets global standards.