The necessity of doing business virtually during the pandemic has resulted in positive changes for employees and employers alike.
More than eight in 10 employers say the shift to remote work has been successful for their company, according to a survey by PwC.
Doing business virtually also means business owners can source employees from a much wider pool of candidates. They can take advantage of the unique skill sets of applicants, no matter where they live.
However, recruiting and hiring workers without ever meeting them in person may seem daunting for a small or medium business. It’s understandable to question whether you can really be sure you’re hiring the right person when you’re only interacting with them virtually.
But companies of all sizes are finding ways to successfully hire remotely, and workers are clamoring for remote jobs.
Nearly two in three employees want to continue working remotely full- time, and more than one in three are willing to change jobs in order to stay remote, surveys have shown.
By taking time to design a remote hiring process, small business owners can effectively recruit and hire workers virtually. Start with these four steps to build a process that will work for your business:
1. Focus on job descriptions
Take time to write a job description that focuses on skills and results — not degrees or specific backgrounds. Job postings that include specific performance goals for a new hire are most helpful to job candidates.
U.S. job posts that mentioned “responsibilities,” for example, without mentioning “requirements” received 14 percent more applications per view than job posts that mentioned “requirements” but not “responsibilities.”
In your job description, try to answer questions such as: What skills should the candidate already have? What skills will they be expected to learn on the job? What do you expect them to accomplish within the first six months on the job? The first year?
2. Network virtually
Traditionally, you might have looked for candidates by networking at in- person business association, civic club meetings, or other local events. But if you’re willing to hire virtual employees, you have a whole world in which to network and attract candidates.
Start by building your digital presence on professional networking sites like LinkedIn. You can do this by adding connections and posting content, such as links to articles or questions and comments on others’ posts.
You can also join online groups or Slack channels for professionals in your industry and become an active member. Remember, whether you’re networking in person or online, the focus should always be on connecting with and helping other people, rather than on simply trying to fill a position or fulfill your business goal. That’s a side benefit that often results from working to help others.
3. Conduct video interviews
A phone call may work for an initial candidate screening, but there’s no substitute for the eye contact you can get through a video interview, even if the candidate is far away geographically. Here are some best practices for conducting a video interview:
- Before starting interviews, develop a list of standardized questions for all candidates.
- Be sure to provide candidates with the information they will need to sign into the video call at the right time.
- Prepare a quiet space to conduct the interview, and stay focused on the candidate throughout the interview, ignoring any off-screen distractions.
- If you want various stakeholders in your business to join the interviews, you can establish a standardized rating system to keep everyone on the same page.
4. Set clear expectations
Take time to discuss your expectations during the interview process to make sure you and the candidate are on the same page. Here are some things to consider:
- How many phone calls or video conferences a week will you expect?
- Will the employee be required to visit the home office or take part in any in-person conferences, meetings, or events?
- Do you want the person to be available or online during certain hours or complete their work on their own schedule?
