Employees can choose where they want to work – home or office.

However, not everyone can work remotely and remain productive, responsible, and efficient. That’s why it’s crucial to establish a good hiring process to help you find suitable candidates. Luckily for you, there are over 4.8 million remote employees globally.

Look at their experience and skills and ensure that they can work remotely. It’s vital to determine whether they are up for this kind of work regardless of the position or industry.

Work on your sourcing process

Sourcing is a proactive process where companies identify, contact, and establish a relationship with candidates that they want. Instead of opening up a position and waiting for candidates to come to them, companies reach out to those people.

Start by finding platforms that have a specific approach to sourcing. It’s important to find a suitable candidate source, meaning that they can deliver the people you’re looking for and find them quickly. Ideally, the sourcing company should have remote employee certification.

Before you decide to work with some agency, check their reputation, read reviews, find testimonials, and even ask their previous clients what their experiences were working with them. Check your source of hire metrics to see where you could find the most reliable remote employees.

Determine your needs

If you want to get the right person for the job, you need to define what you want from that position. You probably won’t be able to talk in person and go through all of the details. Include detailed requirements to create an accurate job description.

Here are some of the things you should ask from a remote employee:

● Good online communication and collaboration skills;

● Stable internet connection and a reliable computer;

● Effective time management skills;

● Self-discipline and objective criticism;

● Multitasking skills.

With detailed requirements, you will have fewer candidates applying for a position. However, those who do will be qualified for the job and have the skills and experience you need from them. That’s a good thing for your candidate source, meaning that you won’t have to go through many applications that aren’t qualified.

Create shortlists

For an efficient hiring process, it’s vital to create shortlists. Even if you have detailed criteria with fewer candidates, you will have to go through many applicants and shortlist those candidates that seem the best fit.

Creating a shortlist is about adding a layer of criteria that you can use to shortlist and score applicants. Hold all the applicants to the same standards if you want to find only the best. Here’s how you can do this easily.

Include a must-have criteria

Outline all the essential skills, characteristics, and personality traits your employees must have. Since these skills are imperative, they should bring in more points. All applicants who don’t have all the skills you are looking for should be removed from your shortlist.

Add good-to-have criteria just in case

Finding people with all the mandatory requirements is a good thing on its own. However, you should always look for better options if possible. For example, you don’t need someone who speaks multiple languages as a remote employee, but it might be good to have that kind of employee.

Set in place an extensive recruitment process

To hire the right people, you must get to know them. In most cases, companies, HR, and recruiters do this by interviewing people extensively and in person. You will have to create an extensive recruitment process when doing this online.

Luckily, there are a lot of different tools and mechanisms you can use to your advantage. Here are some of the things to consider:

● There should be clear requirements and proper structure throughout the process; ● Talk about your company culture and what it’s like to work at your organization;

● Consider offering a paid “test” period to see if your arrangement would work; ● Do several online interviews using live video;

● Create tests, quizzes, and surveys to test remote-work abilities.

You can’t hire them manually no matter what kind of employees you’re looking for. You’ll need to use various tools to help you collaborate, notify candidates, and maintain transparency. When hiring people remotely, it’s essential to maintain communication at least once per week.

These tools can help you create automated meetings, get notifications, and organize your schedule. At the same time, they can hold vital information about how long you haven’t talked to a candidate, at which stage they are currently, etc.

Remote terms often have asynchronous communication, so it’s generally a good idea to have a collaboration hub where everyone can get on the same page about the recruitment progress. However, apart from hiring tools, you should also use video interview tools, sharing platforms, and other solutions to improve the process.

Conclusion

Communication is one of the most important things for remote work. This communication starts from your hiring process, and you need to set the proper tone. Don’t let people think that you are ignoring different aspects of your business just because you are operating online.