HR Teams: 5 Remote Recruiting Improvements to Make

At a glance

• The main takeaway: Your remote recruiting process should look different than your process for recruiting local talent, and should be tailored to the needs, strengths, skill sets and communication preferences of your candidates.
• Impact on your business: A few tactics you can use to brush up your remote recruiting process include re-evaluating your job descriptions and recruiting platforms, instituting a more collaborative interview process, and upgrading your tools and tech.
• Next steps: Aprio People Advisory Services can provide the consultative solutions and support you need to effectively navigate this new world of remote work.

Schedule a consultation with Aprio today

The full story:

In the two-and-a-half years that have passed since the beginning of the pandemic, many companies have welcomed remote work with open arms and have made it a standard element of their operations. Candidates across the country are jumping at the opportunity to work remote jobs, and the market has never been richer. Companies are now in the enviable position of being able to choose from a wide universe of talented candidates because geography is no longer a barrier.

At the same time, it’s important to recognize that your process for recruiting and interviewing remote candidates should look different than your process for recruiting local candidates. As we head into the fourth quarter of 2022, let’s take a look at some of the enhancements human resources (HR) teams and recruiters can make to ensure their remote recruiting processes are as streamlined as possible.

1. Customize your remote job descriptions and platform postings

Make sure that your job descriptions for remote positions explicitly state the work arrangement you’re requiring from candidates. For instance, is the position remote three days a week and in-office for two days a week? Or can candidates expect to work remotely 100% of the time? Don’t wait until the first interview to spring this information on candidates.

Additionally, you should describe logistics requirements in your remote job descriptions. If you prefer candidates to work in specific time zones or would like them to travel to your office various times throughout the year, the job description is a great place to put that information; it allows you to narrow the playing field to candidates who are willing to meet those expectations.

Now is also a good time to take a closer look at the platforms you are using to post your remote jobs. Are you getting strong candidates from larger platforms like LinkedIn or Indeed.com, or would you be better suited posting to platforms specifically designed for remote workers? Although it’s valuable to have a large pool of candidates to choose from on popular sites, it’s also important to make sure your postings are being seen by people who are the right fit for the job.

2. Better assess remote capabilities with trial projects

It can be difficult to understand how remote employees may perform on the job and in your team without meeting them in-person. To bridge the gap, many HR teams and recruiters have made “trial assignments” a standard step in their interview processes.

Choose a real-life project that exemplifies what the individual who accepts your remote job will be doing on a regular basis. Send the project and pertinent instructions to candidates and give them a specific deadline for completion. Reviewing their work and seeing how they perform in simulated settings will allow you to get a better understanding of their skill set and work approach. Along with completing a trial project, you may also request samples of previous work they’ve completed for other companies they’ve worked for to get a more holistic view of their experience.

3. Introduce a more collaborative interview process for remote candidates

If your entire team is based remotely or disparately, it’s easy for certain members to feel disconnected from the interview process. Therefore, it’s important to make sure that your whole team is aligned, especially those who will be working directly with the individual who accepts the job.

To create more open communication and ensure everyone has a voice, include specific team members in the interview process. For instance, if you’re hiring a social media specialist who will be working closely with your graphic designer or web team, include representatives from those specialties in specific stages of the process and give them the opportunity to ask candidates questions. If you assign trial projects to interviewees, ask peers within the team to review their work and offer input. Not only will this help make your hiring decisions easier, but it also increases the chances of creating a harmonious, positive environment for team members who will be working with your remote employee.

4.  Double-check tech tools and systems

Many companies moved to adopt platforms like Zoom when remote work grew in popularity during the pandemic. It’s important to continually review your tools and systems and take advantage of new upgrades to ensure everything is working properly pre-interview. What’s more, it’s also a smart idea to double-check your remote candidates’ systems to ensure a smooth virtual interview process.

You can check systems remotely by using a system diagnostics tool, which allows you to test connection quality from any location. This can also come in handy for the individual you hire, as it allows you to determine whether you need to set them up with a new workstation or help them establish a better Wi-Fi connection.

5. Go above and beyond to keep candidates engaged

Too often, companies drag out the remote interview process because of time constraints or conflicting feedback about candidates. Due to how competitive the job market is right now, you can’t afford to keep candidates in the dark about the status of the interview or decision-making processes. Establish regular checkpoints to keep candidates updated, from the status of their application to critical next steps and timelines in the interview process. Remember that above all — especially when you’re dealing with remote candidates who you can’t meet in-person – openness, honesty and transparency are key.

The bottom line

Navigating this new world of work can feel overwhelming, but it doesn’t have to be. Aprio People Advisory Services can help your HR team manage everchanging work models by creating new policies, improving processes and navigating multijurisdictional tax requirements when hiring remote workers.

Schedule a consultation with our team today.

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