Welcoming new team members is a great step to continue building your team’s success. Though it may seem like an arduous task to integrate new faces into your existing company with so many employees working from home, proper planning can ensure that you find the right candidate to further fuel your team’s success. Consider the following suggestions to help you recruit the right remote workers.
Evaluate Who You Need to Fit the Role
Be sure to have specifics on how you need to fill the role. It’s important to define the traits you’re looking for to fill the role whether it’s for an in-office position or a remote one. But it plays a bigger role in remote hiring because it specifies the key remote working traits that candidates must have. Do you believe a specific personality type will work best for this specific role? If so, specify that you in your listing to help candidates themselves determine if the fit it best.
Additionally, sometimes, remote jobs might need a specific time zone and location requirements. This usually happens when you try to have some minimum “hours of overlap” between all your team members, or if you’re trying to cover hours for support or service for a particular region where you currently have only limited availability. If this is the case, you must clearly list these out as candidates that can’t accommodate them won’t apply.
Determine a Fit For Company Culture
Determining a candidate’s fit for your company’s culture and values is challenging for any company, even if they meet their candidates face-to-face. This can be one of the biggest factors in determining future success for that candidate. However, it can be difficult to evaluate this for remote teams when all interaction is online. Regardless, it is critical for making sure quality remote hires stay put with your company.
So how do evaluate something like this? The first step is to be sure your culture and values for the company are already clearly defined. Then you can translate these ideas into assessment tests or interview questions to score candidates on. For example, define the building blocks of your team and frame questions regarding the importance of said building blocks to the candidate on a personal level.
So start by clearly identifying and defining your culture and values. It’s only after you do this that you’ll be able to evaluate your candidates on them.
The Best Way to Interview for a Remote Role
Successful vitrual interviews can work out great with some additional planning. If you typically plan multiple interviews with in person candidates, conside the same model with remote candidates. For example, consider holding an initial interview to focus on finding how aligned a candidate is with your company’s culture. You can start by asking the same questions in the same order to each candidate and evaluate that against what elements you seek in the answers. Also, plan for an interview to dive into the candidates past experience. This can even be set up to include a practical interview regarding “real work” scenarios for your team.
Taking multiple interviews also means you have a fairly long hiring period, which might not necessarily mean a bad thing in a remote hiring setup. Some remote companies are actually a little intentional about keeping hiring cycles this way and spacing out the interviews so they get to interact more with the candidates.
These approaches are just some of the ways you can create a welcoming work environment where new employees will thrive. Be sure to download our helpful checklist: How To Give Employees A Great First Week. You can also contact Innovative Broker Services at 916-932-2864 for expert advice on how to help recruit the best remote workers.