1. Use an applicant tracking system for applications
It’s harder to get to know somebody who’s applying for a remote position than an internal position, even when you use video for interviewing (more on that in a minute). That’s why it’s helpful to create an application that asks open-ended questions. These allow candidates to showcase their personalities and tell you what makes them an ideal fit for the role. It also gives you a chance to review their written communication skills.
You’re going to get a lot more applicants for a remote position since the job isn’t limited geographically, therefore it’s worth using an applicant tracking system (ATS) to search for certain keywords and add questions that will help you filter candidates. For instance, if you want your remote worker to be available during your company’s business hours, include that as a yes or no question on the application. The ATS – such as Recruiterbox, Bamboo HR, or Workable – will automatically filter out anyone who can’t meet the criteria.
2. Schedule a video interview
Even though you won’t be working side-by-side with remote employees, it’s still important to schedule an interview so you can observe how they interact with people and to make sure you’re not just seen as a faceless corporation.
Video interviews do have some drawbacks, such as not being able to get a feel for a person’s energy, or not being able to gauge their intonation as well, and you may run up against technical difficulties.
On the plus side, video interviews give you an idea of how candidates handle tech, which is especially important if you’ll be communicating with them via Google Hangouts or another video streaming service regularly.
Some companies are moving to a one-way interview, in which candidates record their answers and the hiring manager or HR can review them later. This can save time for busy managers who have hundreds of applicants to get through.
3. Ask the right questions
Most teams with remote workers fall apart because they failed to ask candidates the right questions from the start. Along with asking questions about a candidate’s skills and abilities, you need to ask questions that will tell you whether or not they’re a good fit for a remote position at your company.
Here are some questions you should be asking:
- What attracts you most to working remotely?
- Have you worked in a remote position before?
- What are your biggest technological strengths?
- How do you manage your time and meet deadlines?
- What is your biggest challenge when it comes to working remotely?
- What are your expectations as far as working hours and team communication?
4. Record and share video meetings
Remote teams operate largely in two spaces: a group chat (like Slack) or a remote call (like Zoom, Skype, or Google Hangouts). To make the most of your video calls, use a screen recorder – such as Movavi, Loom, or Team Viewer - that makes it easy for you to record and share meetings.
By recording and sharing meetings, you ensure that everyone on the team has a record of exactly what was discussed and decided. You also give everyone the ability to listen to parts they may have missed or not heard because of technical difficulties; this works especially well for training videos.
5. Make remote workers part of your team
It can be easy to forget about remote workers when you’re doing things with your in-house team like teambuilding or attending the company holiday party. Make sure to include remote workers as much as possible to bring them into the company culture. You can do this with frequent video calls and by sending cards or gifts around the holiday that are in line with what your in-house employees receive.
When it comes to hiring and working with remote workers, make sure to put some thought into how they’re different to in-house workers. Finding remote workers who will enhance your team is simple when you follow these steps.
- Guide to Remote Workforce Management: Trends, Tips and Tactics
- 15 Ways to Enhance Employee Onboarding with Video
- 5 Strategies that Will Stop Your Remote Workers Quitting
Head of Content Creation at Movavi
A seasoned content creator and web text editor with 7 years of experience in commercial writing and website UX. In 2012, she graduated from Universität Kassel with a bachelor of arts degree in English and American studies and art criticism. At the same time, Nataly had worked as a project assistant for Regionalmanagement Nordhessen GmbH where she wrote and managed the content of the company website. An advanced speaker of English and German, she specializes in writing SEO-optimized and user-friendly content.
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