Remote Hiring: Tips for Recruiters & Interviewers
Remote Hiring:
Tips for Recruiters & Interviewers
Recruiting for remote positions requires a distinct approach compared to traditional, office-based roles. The remote work environment brings its own set of challenges and opportunities, both for the employer and the potential employee. As HR recruiters, it's essential to fine-tune your interviewing and evaluation techniques to identify candidates who will not only excel in their roles but also thrive in a remote setting.
Key Considerations for Remote Hiring:
1. Evaluating Previous Remote Work Experience:
It's beneficial to understand how a candidate has fared in remote work settings in the past. A conversation with their previous manager can provide valuable insights into their remote work ethic and capabilities.
2. Assessing Propensity for Procrastination:
Procrastination is often the most significant hurdle in remote work. However, the right candidate can turn the challenges of working from home into advantages for the company. Look for candidates who demonstrate effective time management and a positive attitude toward their work.
3. Psychological Evaluation Focused on Remote Work Traits:
This includes:
- Self-motivation: A crucial trait for remote workers, as it often determines their ability to perform without direct supervision.
- Ability to Work Independently: Ensure that candidates are comfortable and productive working alone, as remote work often requires a high degree of independence.
- Effective Communication: Look for candidates who can articulate their thoughts clearly and concisely, as remote work relies heavily on written and verbal communication.
- Cultural Adaptability: The ability to understand and adapt to your company's culture, even remotely, is vital. It’s also important for the company to be willing to adjust its practices to support remote employees.
Interviewing for Remote Positions:
When interviewing candidates for remote roles, consider these aspects:
1. Understanding the Candidate’s Goals and Objectives:
Instead of focusing solely on past experiences and technical abilities, delve into what the candidate is seeking in this role. Inquire about their motivations, career aspirations, and expectations of working with your company. This will give you deeper insights into how they might perform in their role.
2. Aligning Company Culture with Candidates:
Remote employees must resonate with your company's culture. Discuss their past experiences and ask them to share instances where they felt part of—or alienated from—a company's culture. Understanding their expectations regarding company culture can provide valuable context.
In conclusion, hiring for remote positions requires a nuanced understanding of both the candidate's capabilities and the unique dynamics of remote work. By focusing on these areas, HR recruiters can successfully identify and onboard individuals who will contribute positively and effectively in a remote work environment.
Note from the author:
Altrio Consulting has been successfully hiring remote employees for companies worldwide since 2011, and we've learned many dos and don’ts along the way. Over the last five years, our employee turnover rate has decreased to 6% annually, which is considered best in class. Our recruiters conduct interviews daily and have developed a successful formula that works for both candidates and clients.