Hire Tech Talent the right way for Remote work

Going fully Remote is very interesting and lucrative. So is hiring for remote work. Access to an enormous talent pool makes it more appealing. However, you got to take this fact with a pinch of salt. Larger the candidate pool, greater the chances of encountering unqualified candidates. Therefore, the way of remote hiring by dissolving ‘all fun & pretend-work’ attitude of Gen Zers towards remote work holds paramount importance in building a skilled remote workforce.

Amidst the COVID-19 pandemic, more and more companies are embracing remote work than ever before. In fact, many are looking at the status quo as an opportunity to establish scalable remote infrastructure.

“One-day offices will be a thing of the past.” - Richard Branson

We have been helping companies hire remote talent and put together a lot of content to help everybody manage their remote transition smoother.

In this blog, we simplify how to hire candidates for remote work the right way, which is often overlooked

How to go about remote hiring then?

1. Define the role clearly

Just like traditional recruitment, defining the job role clearly plays a significant role. The candidates applying should get a sense of qualities essential to succeed in this position. The summary of your job description for the position should ideally direct the candidate to achieve the necessary things.

This way you shall invite applications from genuine candidates. Based on our experience, nearly 60% of the applications won't be fit for the position applied. Hence, the idea of setting remote job priorities and skill requirements early on goes a long way in saving your time on weeding out unqualified candidates.

2. The art of Assessments

Online assessments are common in technical hiring circuits to

screen candidates. But not all overcome the drawbacks of old ways. We strongly believe that the way we assess candidates should change for the better. Frankly, over-reliance on basic algorithmic assessments has created a big void between the way we assess candidates and actual job requirements. Also, there is a big difference between hiring for remote work and normal hiring. A hiring blunder comes with consequences attached.

Putting candidates through a barrage of algorithmic questions, whiteboard interviews with no glimpse of actual job performance is heading towards a dead-end- A waste of time & resources

Instead, carefully crafted work-sample assessments help a great deal. These assessments stimulate the actual work a candidate would do at work during the hiring process itself. The candidates who pass the test will not only get on with the tasks at the office but also excel in them.

3. Technical Interviews

According to the Recruiter Sentiment Study MRI Network, nearly 82% of the candidates rejected the job offer when the hiring process had two or more interviews. That's a total loss. Missing out on skilled candidates because of multiple monotonous interviews isn't an ideal scenario.

Instead, a live paired interview with the candidate can provide better results. These types of interviews not only help interviewers to learn about candidate skills, approach to problem-solving but also give the candidates an insight into what their workday looks like & whom they work with. An interview panel consisting of your CEO or the tech lead or concerned team members will improve decision making.

Being prepared as an interviewer helps you uncover more skills of the candidate. This is also an opportunity for you to assess the communication skills of the candidate. Because remote work has the highest emphasis on Communication. Excellent communication skills along with tech know-how can drive success.

Key Takeaways

The benefits of hiring talent for remote work in the right way are many

• Gets you the work-ready employee- Since you cannot train a new employee on a project effectively like in a physical environment, this way of hiring obliterates any bottleneck.
• Saves you a great deal of time as well as productive hours of your tech team
• The cost factor- Not only improves the cost per hire data but also saves you from the damaging costs associated with a bad hire

Ultimately, it all boils down to saving time and costs without compromising on the quality of the hire. We hope that this was helpful to you and the method helps you streamline your remote workforce hiring spree.

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