Remote Hiring – Here’s All You Need To Do

Remote Hiring – Here’s All You Need To Do? Planning a startup? That’s great news! But, we know the challenges that come with such a huge decision – bringing your ideas into reality, planning strategies, launching the startup, managing it well, and so much more. And, to top it off, making sure you hire the right candidates for each job position – that is one responsible decision to make! How and who you hire is what is going to decide the future of your business.

When you’re planning a startup, you need to be abreast with all the latest tactics, techniques, strategies, plans, and environment. One such plan that is doing the rounds since more than two years now is work-from-home. Remote working has been on since the COVID-19 pandemic begun three years back, and even after the pandemic subsides, the plan doesn’t seem to go anywhere anytime soon. Those who have been working remotely during the pandemic now prefer to continue this style of work for the rest of their careers. Employees have adapted to this new style of working, and are absolutely content with it, making it difficult to tempt them to return to a fully office-based environment.

However, this isn’t a bad thing for employers, since remote working has reduced the need for ample office space, other office supplies, and energy bills; thus lowering operational costs to a great extent. But, one challenge that comes with this mode of work is when a startup wants to hire new candidates for such roles.

Hiring talent remotely can be a rather complex process, which may require employers and recruiters to be highly vigilant with their sourcing techniques. To help with the same, we’ve come up with this blog that can help startups

understand the remote hiring process more clearly and distinctly with three separate steps – sourcing, interviewing, and onboarding.

Sourcing candidates remotely •

The first rule of sourcing candidates is to identify the job position, the type of work, and the time of availability you are looking for. Once you’re certain with all of this, you then want to create a detailed job description that includes everything the candidate will need to know about the role.

This may include the qualifications required, the key duties and responsibility, the required skills and experiences, the required soft skills, the number of working hours, the salary range, and any additional benefits or selling points.

•

You then need to speak about your company culture and environment in brief, stating what all you do and how, and advertise your vacancy in as many outlets as possible. This may include job boards, job sites, social media, and every other platform where your potential candidates may be.

•

Once the candidates get in touch with you, you then need to filter the applications and begin compiling a shortlist of the most suitable candidates. Begin with conducting brief telephonic interviews, then proceeding to full video call interviews, after filtering out any candidates that seem unsuitable on the phone itself.

Interviewing candidates remotely •

You can use online tools and video calls to conduct interviews. This way you can eliminate geographical barriers, thus connecting with potential candidates anywhere outside your city, or even the country. However, you must be flexible enough to shift your calendar and time to accommodate the interview at a time that suits a candidate, particularly if they’re in a different country or time zone.

•

Video call interviews can seem to be a completely different world and absolutely challenging. You need to accept all such hurdles and yet communicate precisely, providing more context wherever necessary. Be sure your information has been communicated clearly and correctly at the other end, as remote interviews may often create misinterpretations and confusions.

Onboarding employees remotely

•

Remember, when you hire from different locations and different countries, it will bring various challenges, such as payroll, tax, benefits, etc. Be sure of every such important aspect and stay well prepared beforehand.

•

Set clear goals and objectives right from the start. At the same time, also ask the candidates for any concerns they may have, answering all of them properly so that they are encouraged to proceed and progress within the company.

•

Set out a clear schedule for the first few weeks for the role of any candidate you hire. Ensure that all the necessary training is carried out, and schedule introductory meetings with colleagues and key stakeholders.

•

Begin by assigning small projects and non-urgent tasks. Once you’re confident of their work, you can then push them towards bigger projects and more responsible duties.

•

Ensure to have regular checks during the first few weeks, so that you can understand their working patterns, review their progress, and offer any additional support wherever needed.

With remote working here to stay, startup businesses need to be prepared to embrace the same, in order to have a competitive advantage when it comes to recruiting the best talent. Following the above steps and tactics can have you stand a better chance of finding the right candidates. And, for further assistance, you can always get in touch with some of the best recruitment companies in India, one like WalkWater Talent Advisors, who have a large talent pool registered with them, and have also had enough experience on hiring remote candidates over the years, hence proving to help you aptly with the same.