Though remote work isn’t a new concept, it’s only recently become a more popular and accepted way to run a business. And though hiring for a remote job is, in many respects, no different than hiring for any job, things have changed.
Below are seven outdated pieces of remote hiring advice and what you can do instead.
7 Outdated Pieces of Remote Hiring Advice
1. Posting in the Wrong Place
Posting your opening on the “big” job boards does have its advantages. A lot of people use them, and because of that, you’ll likely get a lot of applicants, which means you’ll have a lot of candidates to choose from.
The problem, though, is that while you’ll get a lot of applications, that doesn’t mean you’ll get the right applicants for your remote role.
You can still post on the big boards but also post your opening on remote-specific job boards (like Remote.co). The job seekers that target those kinds of boards are already interested in or have experience with remote work, making them better-qualified candidates for your remote role.
2. Only Looking for Good Workers
As you’re narrowing your candidate pool, don’t only focus on hiring a good employee. You want to hire a good remote employee. Believe it or not, there is a difference!
Though many of the skills one uses in a “traditional” employment setting are handy in a remote workplace, staff will often use those skills differently.
For example, being self-motivated is a critical skill you’d want from any employee. However, being self-motivated in the office is different than being self-motivated in a remote workplace.
Remote workers won’t have their boss physically popping into their home office to see how things are going. And given that there are plenty of distractions at home (laundry, pets, TV), it’s up to the employee to make sure they stay focused and get their work done.
Make sure you’re asking applicants about their remote-specific skills to ensure you are hiring an outstanding remote employee.
3. Having Strict Requirements
While it’s crucial that applicants have remote work skills, make sure you aren’t being too narrow about the skill set applicants must have to be considered for the role.
For example, if Slack is your messaging platform, don’t automatically eliminate applicants who are proficient with a different instant message platform. Likewise, not everyone uses Zoom but may have extensive experience with another videoconferencing platform.
Just like problem-solving, critical thinking, and listening skills are transferable, so are certain technical skills. When you include applicants with transferable skills, you’ll open up your candidate pool to even more well-qualified applicants.
4. Forgetting to Sell Your Company
Though remote work is still uncommon, there are more companies than ever allowing it. So, explaining that someone can work from home isn’t exactly the exciting and unique perk it once was. And though the candidate is trying to impress you with their skills, don’t forget that an interview is a two-way street.
“The job seeker has a big decision to make too,” Cochran says. “What do you want to share about the company, the team, and the role that will help them decide?”
Not selling your company and what it can offer workers means you may not attract the kind of remote workers you want to keep at your company. Make sure to explain what’s unique about your company and how working there will benefit the candidate.
For example, how will you help them grow professionally? What about the company culture do you want to highlight? How do you help teams and coworkers bond? This value proposition can help your company stand out from other remote workplaces.
5. Being Unclear About Expectations
Many people think that remote work means you can work whatever hours from wherever you want! While this may be true for some jobs, plenty of remote companies have standard hours that staff need to be available (for various reasons) and often have location requirements.
Be upfront and honest about the expectations for the role. Include location restrictions and whether the role is 100% remote or hybrid. Also include information about specific hours a day employees must be available or online and why (meetings or helping customers). Then reiterate these expectations throughout the hiring process.
Clarity on the expectations for the role will help people who can’t meet your expectations self-select out of the process, leaving you with candidates who can.
6. Lacking Remote-Specific Perks
As a remote company, you can’t offer certain perks to staff. For example, there won’t be any beer on tap, surprise cookies in the break room, or an on-site daycare. So while you may provide benefits like life insurance and unlimited PTO, don’t overlook remote-friendly benefits as part of your value proposition to candidates.
Cochran suggests offering things like snack subscriptions, paying for a coworking space, or even a stipend that supports an active lifestyle as part of a remote-friendly perks package.
7. Ghosting Applicants
Finally, ghosting applicants is as outdated as it gets! “Applicants deserve responses,” says Cochran, “regardless of how far in your process they get.”
Be clear and upfront about the hiring process every step of the way, and always communicate where things are with candidates. Even if it’s just a quick email to say things are held up, this small act of consideration goes a long way toward keeping applicants from leaving negative reviews about your company.
Time for an Update
Times change, and so do the best practices for hiring. But by following these updated remote hiring tips, you’ll find excellent candidates and build a team that supports your business goals.
If you’re looking for top remote talent, consider posting your opening on Remote.co. You can connect with job seekers who are ready and able to work in a fully distributed workplace.
By Rachel Pelta | January 17, 2022 | Categories: Build a Remote Team
Comments are closed.