Remote recruitment is offering talents the option to work away from the usual office setup. It technically means hiring people who work from home and do online jobs. With the way technology has seeped into our daily lives, it is only natural for business to take advantage of the cost-effectiveness of hiring remote staff.
Unless you’ve been living under a rock, you’ve probably heard about how business owners of all shapes and sizes are shifting to working remotely. It’s not hard to understand why considering the numerous benefits it provides both a company and an employee. In fact, in the US alone, adoption of the working from home system can save over $700 billion a year on a national level. Additionally, from 2015 to 2016, the growth in self-employment since 2005 among the home-based incorporated businesses is up 43%.
The Horrors of Hiring a Mismatch
Even with the widespread interest in remote work, remote recruitment still takes time. Searching for the potential talent that will match your company’s needs and objectives is as crucial as building the business itself. It’s only natural to look for someone who would represent your company missions and vision and hope that you make a good decision in hiring the right talent out of the online jobs you offer.
Besides, hiring an unqualified candidate is a concern for any company. No business wants to end up getting someone unsuitable for the job and make a habit of saying, “Thank you. Next.” time and again. This dread is even more prevalent in remote recruitment because of the same reasons why remote work is appealing – geographical and schedule flexibility. You do not have full visibility of how and when they work. There is also not so much opportunity for you and your remote team to bond over coffee.
Flawed employee onboarding, in turn, can cost your company a lot. You can’t expect someone with a web designing background to write your content for you. Similarly, if you hire a candidate from a higher rank for a job that’s not within his scope of experience, you will only waste time and money because of unsatisfactory performance. In effect, substandard operations can lead to poor work quality, financial costs, and reputation damage.
Retaining Talent through Best Remote Recruitment Practices
As a remote recruiter, cherry-picking candidates for online jobs means attracting the best talents the world can offer. The benefits of creating your business through remote recruitment are undeniable. However, a business operating with remote staff is not safe from frequent employee turnovers. You can manage employee turnover, yes, but the key to keeping them in your employ should start from good remote recruitment practices.
Best remote recruitment practices begin with knowing what mistakes you should avoid as a remote recruiter. Let’s take a look at these examples:
- Writing an unclear job description. It all begins here. Writing a job description is part of a remote recruiter’s job. For a fact, you need to know what exactly your company is hiring for. You are best positioned to know what the job opening is all about. A well-written job description also gives candidates an idea of what the opportunity entails and how their experience matches with the responsibilities that come with it.
- Giving video interviews a pass. You cannot and must never hire someone based only on their CV. Always find a time that will work both for you and your candidate to conduct a video interview. This is a good step to get to know your candidates more than their CV. A video interview provides a remote recruiter a closer look at candidates’ communication skills and personality. This will help you determine how they can contribute to your company’s success.
- Failing to do a test task. Test tasks give remote recruiters a first-hand look at what a candidate can do. These assignments can give you a handful of insights into a candidate’s work behavior, how professional they are, and the quality of work that they complete. This helps steer remote recruitment in the direction of the right candidate for your job opening.
- Improper new hire inboarding. Proper employee onboarding means taking the time to introduce your new hire to the team. This can be your way of planting the seeds for great teamwork. It can be a chance for your new hire to experience what your company culture feels like. Get them accustomed to the work that you do and the team that keeps the wheels turning.
Hiring only the Best and the Brightest
Remote recruitment opens a lot of doors for both a business and a talent. When done right, it can offer your business a talented pool of people who can collaborate to bring you success.
If you think you still lack the experience to dodge the horrors of hiring unqualified talent, let HOPLA do it for you. With HOPLA’s expertise in building remote teams, you can rest assured to flawlessly attract and retain the best and the brightest talents. Learn more by getting in touch with us.