The Interesting Impact of Remote Work on the Hiring Process

If your company’s goal is to attract quality candidates AND generate brand awareness, it’s worth focusing on platforms like Indeed, LinkedIn, GitHub, Facebook, and Instagram. With Facebook and Instagram, you can resonate with a more engaged audience and showcase how dynamic your company culture is. These platforms also allow you to reach both active and passive candidates, as well as people who are already fans of your brand.

What do employers look for in remote employees?

The traits to look for in remote employees stem from them being intrinsically motivated to operate with a high degree of productivity and professionalism. This includes prompt and productive communication, being detail-oriented, and focused on problem-solving and achieving results.

By implementing everything we’ve carefully put together in this article, you’ll be well-equipped to attract, assess, and onboard top remote talent in no time. Remote work often requires individuals to embrace new technologies and tools from day one. And a tech-savvy candidate can make onboarding with brand-new technologies easier and smoother. First off, include some extra info that helps candidates know exactly what your company’s situation is. We make it easy to source, evaluate and hire best-fit candidates – and quickly, too.

Employers of record (EORs) for startups

Therefore, companies need to get creative with remote employee benefits, which might include a reward program, a technology allowance, learning and development, or generous vacation/annual leave. Workers value flexible schedules, flexible location, more time with family, and not having to commute. Organizations benefit from increased employee retention, cost savings (such as lower office rent), increased productivity, and access to much larger talent pools. For example, the employer may assign you a project but doesn’t set a deadline for it. Being self-directed and able to speak up for yourself are essential skills in any position, so the interviewer is trying to see how you approach the project as a measure of how you will likely approach your job. Of course, you’ll highlight the skills and experiences that demonstrate you’re a perfect match for the job, including your direct and transferable skills.

  • So, It’s safe to say that 37% of office desks will likely be empty in the foreseeable future.
  • That might mean calling out specific apps you live by or talking about your color coding system for prioritizing to-do items in your planner.
  • All in all, it provides nothing but a bad candidate experience which hurts your brand as well as leaving candidates no interest in reapplying for jobs and collaborating with you again.
  • In 2022, artificial intelligence already had a large role in how professionals managed the hiring process.
  • As lovely as rolling out of bed and into your desk chair might sound, remote work does have some downsides.

This is your chance to really sell the opportunity and get someone excited about your role and your company. Ensure it includes everything a candidate needs to know and inspires them to take the next step, but don’t be too detailed as this can turn people away. If you simply don’t have time to put in the research for targeted job ad placements, your best option may be to use a recruitment agency. Be sure to ask them how they intend to place your job ad in a targeted manner, lest they simply upload your ad to a generic employment marketplace. Your digital presence is everything when attracting and hiring effective remote workers. A study by Global Workplace Analytics found remote work has grown 216% since 2005.


We look for the same thing in all of our hires, but it is especially important for remote workers to be self-motivating, proactive and strong communicators. One more thing might be that we are very cautious about hiring anyone who does not have a strong enough job coach to guide them. We can identify people better now who have a high risk of just not being able to make it in our company and we stop ourselves from hiring them if they don’t have someone capable to guide them. When you partner with DistantJob for your next hire, you get the highest quality developers who will deliver expert work on time. We headhunt developers globally; that means you can expect candidates within two weeks or less and at a great value.

remote job hiring process

Take some time to move things out of your background, so it isn’t distracting. While their client response may be one thing, see what you can find out about how they are treating staff. How the company manages staff during these unprecedented times can tell you a lot about how you might be treated as an employee in good and bad times. Before you apply for any job, you should always do your homework on the company. And though you may think it’s harder to research a remote company or learn about its culture, that’s not the case.

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This includes outlining hard and soft skills, qualifications, job expectations and experience required. Once agreed, this should be clearly reflected in the job description and the interview questions. This initial commitment can save you a lot of time and help bring in the most suitable candidates.

  • This means decoding the job listing to determine which skills, qualifications, and achievements are most attractive to the employer.
  • Some teachers feel this works to their advantage though because it gives them more working flexibility.
  • This simple, free tool lets you plug in the cities where people live and then see the time overlap, helping to quickly find the right time for everyone’s schedules.
  • Plus, doing so could create an unfair advantage for others interviewing for the same role at normal hours.

As a business manager, you need a close-knit team to grow and expand your company. Hiring in virtual teams isn’t only about skills and expertise but also about sharing ethics and vision. While someone who fits your company culture can increase productivity and enthusiasm, bad hires are expensive, drain energies, kill productivity, and, in the long run,  drag the company down. If you’d like to join this workforce and land a work-from-home job, it’s helpful to understand the remote hiring process. While many aspects of the interview process are similar to the in-person version, there are enough subtle differences that it pays to read up on how it works before you jump in. It’s recruiting lingo that describes the pool of qualified people engaged with your company and interested in learning about job opportunities as they become available.

This has increasingly led companies to embrace remote recruiting and remote work, along with benefits that include higher rates of employee retention, increased productivity, and lower costs. Such are the advantages of remote work, a survey by law firm Seyfarth found that 67% of employers have requested their onsite employees to work from home during the COVID-19 crisis. Once the business has identified the ideal candidate, it’s time to start the remote onboarding process. An accurate remote hiring tool gives you an opportunity to shortlist, interview, screen, hire, and onboard the right talent for your organization. Everyone is aware of the fact that to implement a successful remote hiring plan, choosing a right tool is extremally crucial. However, there are plethora of remote hiring tools available in the market and deciding which one is suitable for your recruitment needs is a complicated task.

remote job hiring process

This service covers steps 1-5 of the hiring process and helps you hire A-players from Europe, Asia, Latin America, and North America. The global employment platform enables HR leaders to find, pay, and manage a distributed workforce while complying with local laws. If you plan to hire many remote workers, you might want to designate a head of remote.

Since we’re a fully remote company, it’s important to us that our newest colleagues have access to all the information they’ll need to get started. There’s a lot of debate these days about whether references matter, since they’re often people who are picked by the candidate to say nice things about them. We approach the reference call more as a way to get coaching on how to help the new hire be successful at Help Scout. This is the right moment to have this conversation because the next step involves more energy from our candidates, and we want to be on the same page before asking for more of their time. Avoid jargon, buzzwords, and don’t be tempted to simply copy and paste the ad from the last time the position was vacant. Are they reading The Washington Post, or are they watching TikTok videos?

Follow these 10 virtual interview tips to set yourself up for success and ensure you’re putting your best foot forward when interviewing for a remote job. The first step in our process is a 45-minute video chat with the hiring manager. We think the best first impression for a candidate to make is with their potential manager. The main goal of these conversations is to see if the candidate would be a great value add to our team.

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