How to Hire Remote Employees (and Get it Right the First Time) – by Perry Oostdam CEO of Recruitee

Share
Subscribe

There are boundless benefits from taking on remote employees, but sometimes it’s hard to know where to start. Small and large businesses, alike, oftentimes fall into the pattern of never hiring workers that aren’t in-office, simply because they don’t know how to hire otherwise. With the advancement of HR tech, social media, international job boards, and collaborative tools, hiring remotely is simpler than you may think. And you can start reaping the rewards of a distributed team:

 

  • Greater accuracy and productivity in less time due to fewer distractions
  • Lower stress levels lead to an increase in employee satisfaction
  • Therefore, employees are more likely to be engaged and loyal, leading to less turnover
  • Your money and the environment are saved simultaneously with less use of office space and materials
  • It expands your talent pool exponentially

 

Read on to find out some easy ways to start hiring remotely today.

 

1—Put your all into going remote

This may seem obvious, but it’s important to focus intently on the remote hiring process, crafting it so that you are on the right track from the get go. Hotjar constantly optimizes their hiring process for the best results. The innovative CRO company actually suggests to go completely remote once you decide it’s an option. They like the idea that either everyone is in the physical office or no one is. However, simply creating an environment, remote and physical, that encourages collaboration and inclusion can work wonders. Collaborative hiring, in particular, can offer a more cohesive sense of the gaps you need to fill in your company that can be filled remotely.

 

2—Post on the right outlets

Now that you’ve changed your mindset and prepared the whole team to hire remotely, you need to make sure that your job postings are reaching the right audience. Remote workers will still peruse the mainstream job boards, like Indeed and Monster, but a narrower target is crucial here. For this reason, post on the following:

 

  • Relevant Forums
  • Niche Job Boards like FlexJobs and WeWorkRemotely
  • Social Media Platforms
  • Blogs and Guest Blog Posts

 

It’s one thing to be in the right places, but it’s another to be in the right places with the right content. Craft your careers site and job postings to appeal to telecommuting professionals. Provide a sense of your company culture that they can get through osmosis on your site. If they jive with it, they will be more likely to apply. Express an openness to and eagerness for remote workers.

 

3—Make sure the application process is mobile-optimized

Furthermore, applying to the remote positions should be able to be done completely on mobile devices. Especially in tech roles, many professionals are constantly on their phone or tablet. This may even be their only avenue where they search for jobs! Make sure your job posting is equipped with the best SEO (Search Engine Optimization) tactics to appear in their search results. The application form should also be able to be accessed and completed on a mobile device. Otherwise, you may be missing out on top talent that would have applied if it was convenient. This also shows consideration for the changing technology trends.

 

4—Look for additional characteristics

Aside from the ideal characteristics that you would normally look for to be a fit for your company, you need to think about what it takes to work from home. Remote workers are special types of people. Here are some examples of personality traits to watch out for to ensure success and productivity in a remote hire:

 

  • Decisiveness
  • Self-motivation
  • Discipline
  • Interests outside of work (to prevent overworking and burnout!)

 

5—Screen candidates through different channels

 

Once you have pinned down your ideal remote employee and have applications streaming in from your strategically-placed job ads, it’s time to filter out the unfit candidates. Oftentimes, you won’t be able to interview these candidates face to face. For this reason, you will have to look to different channels of communication as a way of screening applicants. Here are some of the best ways to do so:

 

  • Screening surveys at the beginning of the application with make-or-break questions
  • Phone and video interviews
  • Real-life scenario task trials

 

The future is full of remote capabilities. In order to keep up, it’s best to adjust your strategy to accommodate employees that may be in different locations and even time zones! Even if it’s your first time hiring outside of the office, it’s not an impossible feat. It’s time to take the leap into the world of remote work.

 

Author bio:

Perry Oostdam is the co-founder and CEO of Recruitee, a collaborative hiring platform for teams of all sizes. Recruitee helps optimize the entire hiring process, from candidate relationship management, employer branding, and job posting to candidate sourcing and applicant tracking. The company has offices and Amsterdam, The Netherlands, and Poznań, Poland and works with companies around the world.

Vaibhv Gaur (175 Posts)

Vaibhv is Head of Business Analysis and Data Management at Match Capital. Vaibhv keeps an eye on deals happening in the venture capital industry – tracking the key players to grow our database of investors.


Vaibhv is Head of Business Analysis and Data Management at Match Capital. Vaibhv keeps an eye on deals happening in the venture capital industry – tracking the key players to grow our database of investors.

Back to top