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Everything you need to know about the Future of Work
B2B

Remote Hiring 101: How to Stay Ahead of Competitors

April 19, 2022

Working from home. It has now become a common term, hasn’t it?

The sudden outbreak of the global pandemic has caused many businesses to implement a remote work policy. This entails remote work becoming a high demand among job seekers, particularly top-tier talent. According to Findstack, 77% of remote workers have reported a higher level of productivity when working from home.

If you’re a recruiter who wants to implement a remote hiring policy, Kalibrr recommends the following ways to best conduct a remote recruitment process:

Create a clear recruitment plan

Before posting a job ad, you must clearly outline your remote hiring process. This includes identifying the requirements for remote workers, determining platforms for job advertisements, and a target timeline for the hiring process. Make sure everyone in the hiring team also understands who is responsible for identifying candidates, conducting interviews, sending offering letters, and on-boarding new employees.

Master your video-interviewing skill

Video interviewing is a critical part of getting to know your candidates in remote hiring. Nevertheless, not everyone is comfortable in front of a camera and the process itself may be prone to technical issues or glitches. Hence, consider these things when you’re about to conduct a video interview:

  1. Providing detailed information in the interview invitation (date, timezone, estimated interview duration, video-conferencing tool)
  2. Setting up your interview in a quiet space
  3. Entering the interview room before your candidates to put them at ease
  4. Easing into the interview with chit-chat
  5. Establishing a clear way for candidates to do a follow-up

Clear job description and ideal candidates

A highly detailed job description can help reduce the amount of candidate screening you’ll have to do. It also creates an opportunity for job seekers to screen themselves by picturing whether they are a good fit for the company.

When developing your job description, consider the following elements:

  1. Job type (internship, part-time, full-time)

2. Location (remote, hybrid, on-site)

3. Workplace culture

4. Time zone

5. Work-from-home requirements (fast internet service, a quiet space, laptop)

6. Candidate experience (past work experience, specific skills)

7. A detailed description of the position, its responsibilities, and who the applicant will be working with

Consistently communicate with your applicants

A remote recruitment process may be uncommon or confusing for some candidates, so recruiters have to keep their job applicants informed and updated through each stage of the process. This includes following up with applicants who won’t be moving forward to the next stage. Consider incorporating communication tasks into your hiring process so that candidates receive these important updates and aren’t left in the dark.

Consider extending the hiring process

When conducting remote hiring, Sara Bent, People Operations Specialist at Hotjer, mentioned that a company needs to elongate its hiring process since it takes time for a recruiter to truly know their candidates when employees don’t have enough time to interact face-to-face. Adding an extra step or lengthening the interview duration can help you get to know your candidates better.

Customize the interview questions set

In addition to the regular screening and culture fit questions, consider adding questions related to their opinions or skills needed for remote working. Some of the best in-person workers may not be outstanding remote workers if they don’t have specific technological skills or personal characteristics needed to stay motivated when working away from the team. Personalities that you’re looking for may include, but are not limited to:

  1. Self-starter
  2. Personally motivated
  3. Adaptable
  4. Highly conscientious
  5. Self-confident
  6. Independent worker
  7. Great communicator
  8. Tech-savvy

All in all, remote hiring is a trend that is here to stay. As long as you know how to do this process with understanding, it can be a smooth and productive journey. These tips will help you avoid the common pitfalls of hiring remotely while helping you hone in on the ideal remote candidate.

If you want to discover and hire the best talents within minutes, Kalibrr can help you seamlessly conduct remote hiring through our Employer of Record service! Click below!

Kalibrr is a recruitment technology company that aims to transform how candidates find jobs and how companies hire talent. Placing the candidate experience at the center of everything it does, we continue to attract the best talent from all over, with more than 5.5 million professionals and counting. Kalibrr ultimately connects these talents to companies in search of their next generation of leaders.

The only end-to-end recruitment solutions provider in Southeast Asia, Kalibrr is headquartered in Makati, Philippines, with offices in San Francisco, California, and Jakarta, Indonesia. Established in 2012, it has served over 18,000 clients and is backed by some of the world’s most powerful start-up incubators and venture capitalists. These include Y Combinator, Omidyar Network, Patamar Capital, Wavemaker Partners, and Kickstart Ventures.For more business and recruiter advice, follow Kalibrr on Facebook and LinkedIn

B2B

Remote Hiring 101: How to Stay Ahead of Competitors

April 19, 2022

Working from home. It has now become a common term, hasn’t it?

The sudden outbreak of the global pandemic has caused many businesses to implement a remote work policy. This entails remote work becoming a high demand among job seekers, particularly top-tier talent. According to Findstack, 77% of remote workers have reported a higher level of productivity when working from home.

If you’re a recruiter who wants to implement a remote hiring policy, Kalibrr recommends the following ways to best conduct a remote recruitment process:

Create a clear recruitment plan

Before posting a job ad, you must clearly outline your remote hiring process. This includes identifying the requirements for remote workers, determining platforms for job advertisements, and a target timeline for the hiring process. Make sure everyone in the hiring team also understands who is responsible for identifying candidates, conducting interviews, sending offering letters, and on-boarding new employees.

Master your video-interviewing skill

Video interviewing is a critical part of getting to know your candidates in remote hiring. Nevertheless, not everyone is comfortable in front of a camera and the process itself may be prone to technical issues or glitches. Hence, consider these things when you’re about to conduct a video interview:

  1. Providing detailed information in the interview invitation (date, timezone, estimated interview duration, video-conferencing tool)
  2. Setting up your interview in a quiet space
  3. Entering the interview room before your candidates to put them at ease
  4. Easing into the interview with chit-chat
  5. Establishing a clear way for candidates to do a follow-up

Clear job description and ideal candidates

A highly detailed job description can help reduce the amount of candidate screening you’ll have to do. It also creates an opportunity for job seekers to screen themselves by picturing whether they are a good fit for the company.

When developing your job description, consider the following elements:

  1. Job type (internship, part-time, full-time)

2. Location (remote, hybrid, on-site)

3. Workplace culture

4. Time zone

5. Work-from-home requirements (fast internet service, a quiet space, laptop)

6. Candidate experience (past work experience, specific skills)

7. A detailed description of the position, its responsibilities, and who the applicant will be working with

Consistently communicate with your applicants

A remote recruitment process may be uncommon or confusing for some candidates, so recruiters have to keep their job applicants informed and updated through each stage of the process. This includes following up with applicants who won’t be moving forward to the next stage. Consider incorporating communication tasks into your hiring process so that candidates receive these important updates and aren’t left in the dark.

Consider extending the hiring process

When conducting remote hiring, Sara Bent, People Operations Specialist at Hotjer, mentioned that a company needs to elongate its hiring process since it takes time for a recruiter to truly know their candidates when employees don’t have enough time to interact face-to-face. Adding an extra step or lengthening the interview duration can help you get to know your candidates better.

Customize the interview questions set

In addition to the regular screening and culture fit questions, consider adding questions related to their opinions or skills needed for remote working. Some of the best in-person workers may not be outstanding remote workers if they don’t have specific technological skills or personal characteristics needed to stay motivated when working away from the team. Personalities that you’re looking for may include, but are not limited to:

  1. Self-starter
  2. Personally motivated
  3. Adaptable
  4. Highly conscientious
  5. Self-confident
  6. Independent worker
  7. Great communicator
  8. Tech-savvy

All in all, remote hiring is a trend that is here to stay. As long as you know how to do this process with understanding, it can be a smooth and productive journey. These tips will help you avoid the common pitfalls of hiring remotely while helping you hone in on the ideal remote candidate.

If you want to discover and hire the best talents within minutes, Kalibrr can help you seamlessly conduct remote hiring through our Employer of Record service! Click below!

Kalibrr is a recruitment technology company that aims to transform how candidates find jobs and how companies hire talent. Placing the candidate experience at the center of everything it does, we continue to attract the best talent from all over, with more than 5.5 million professionals and counting. Kalibrr ultimately connects these talents to companies in search of their next generation of leaders.

The only end-to-end recruitment solutions provider in Southeast Asia, Kalibrr is headquartered in Makati, Philippines, with offices in San Francisco, California, and Jakarta, Indonesia. Established in 2012, it has served over 18,000 clients and is backed by some of the world’s most powerful start-up incubators and venture capitalists. These include Y Combinator, Omidyar Network, Patamar Capital, Wavemaker Partners, and Kickstart Ventures.For more business and recruiter advice, follow Kalibrr on Facebook and LinkedIn

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