5 Tips for Hiring Remote Employees Faster

Remote work is here to stay — and so is remote hiring. So how can companies differentiate themselves to get talent in the door faster?

1. Use videos to showcase your company culture

Successfully conveying your employer brand is one of the most essential aspects of hiring remotely. Without an office to go to, traditional workplace perks won’t attract top talent like they used to.

By leveraging video testimonials, user-generated content, and employer brand videos, you can convey your company culture in an engaging way that gets candidates excited about the opportunity to work for you.

If you don’t showcase your employer brand well online, job seekers may look elsewhere for other opportunities with stronger company culture.

2. Give candidates insight into activities and available resources

If your company has daily team meetings, department roundtables, career pathing opportunities, meditation sessions, or Employee Resource Groups (ERGs), talk about them during interviews!

By giving job seekers insight into what opportunities already exist that help them stay connected, candidates gain a better understanding of how the work culture supports employees in a remote environment and what development opportunities are available to them.

This also shows them that your company is committed to bringing them into the fold right off the bat, which can help foster a sense of community before their first day!

Pro tip: All of this information can also be spotlighted on your career site and social media channels to showcase your employer brand.

3. Adjust your onboarding and training processes

Not all companies have the ability to fly in their remote workforce for orientation, onboarding, or ongoing training and development opportunities. If you’re actively hiring a remote workforce or allowing partial remote work to current employees, it’s important to think about how you’re going to implement training initiatives.

Integrating a Learning Management System (LMS) is a great way to offer virtual development opportunities that employees can access whenever they want, wherever they want. The right technology can also streamline important communications from C-suite positions surrounding changes to the company’s organizational structure, new roles, required training, and more.

If you don’t have the ability to do any of these things through the technology available at your company, you’ll have to weigh the pros and cons of purchasing the right tools versus the cost of bringing people to the corporate office for training events.

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Resource: A Look Inside the Warehouse Groups Purpose-Driven Employee Experience

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4. Prepare interview questions that focus on experience and soft skills

Getting to know a candidate online doesn’t have to be complicated. But it’s important to learn about their previous work experience, soft skills, and expectations surrounding remote work. Leveraging AI is a great way to narrow the talent pool automatically based on hard skills, years of experience, and geographical location – if that’s relevant to the role you’re trying to fill.

After you identify the top candidates to interview, determine what skills are must-haves for the open role. Then your team can prepare questions that all candidates can be asked to help determine if they’re a good fit for a virtual position. Some example questions include:

• What’s the most recent challenge you’ve overcome at work, and what did you learn from that experience?
  
• How would your coworkers describe your team interactions?
  
• What do you expect this remote position to look like, and how many hours are you expecting to work in a day? Also, are you open to traveling to the office on a quarterly/yearly basis?
  
• How would your current manager describe you or your work in three words?
  
• If you could choose what you did every day, work-wise and personally, what would your week look like?

5. Select an interview team that can share insight about in-person and remote work

If possible, your interview team should include at least one employee or hiring manager that worked at your organization before transitioning to a fully remote position. This gives job seekers an opportunity to ask questions about the transition and company culture in both environments.

It also allows potential candidates to ask questions about how the employee adjusted their work processes to accommodate working from home full time. By being transparent about the transition process, talent can gain a better understanding of how they’d receive their daily responsibilities and how they’d be interacting with their team members.

Leverage the right technology to hire remote employees

With the right technology and interview team, hiring remote employees can be an efficient and effective way to scale your business. Make a concerted effort to showcase your employer brand through videos, give candidates insight into daily activities, and outline career pathing opportunities.

Sharing this information helps candidates feel more comfortable while learning about your organization in a remote environment.

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