More people than ever want remote employment; according to a 2022 CNBC article, remote employment attracts seven times as many candidates as traditional in-person employment. It’s not necessarily simpler for companies to identify the candidates who will be the best fit for work-from-home positions just because there are more remote candidates to pick from.
When screening remote candidates, hiring teams must be clear on what they’re searching for. To assist you to employ someone who will be well-suited to both the specific job requirements and working remotely, read on for three recommendations on how to screen remote workers.
Understand The Qualities Of A Superior Remote Worker
Knowing what characteristics make someone successful in a virtual career is the first step to making a wise hiring decision. It’s crucial to understand the different expectations and skill sets required because a candidate who excelled at a position with the same title as your remote position but worked in an office would be a bad fit for working from home.
There are certain skills that can help you find the best-suited candidates for your company. These can be a combination of soft skills and hard skills or only soft skills and hard skills alone.
Just because there are more remote candidates to choose from doesn't necessarily mean that it will be easier for businesses to find the people who will be the greatest fit for work-from-home roles.
Because a candidate who succeeded at a position with the same title as your remote position but worked in an office wouldn't be a good fit for working from home, it's imperative to understand the varied expectations and skill sets required.
When Screening Resumes To Find A Remote Employee, Keep The Following Skills In Mind:
- Independent working ability
- Self-motivated/Disciplined
- Tech-savvy
- Powerful communication abilities
- Driven to provide achievements without much guidance
Create Interview Questions To Assess These Abilities
It’s reasonable to anticipate that your interview process will be handled virtually if you’re hiring for a distant position. This means that while conducting phone, video, or email interviews with prospects, you should try to ascertain which ones match the aforementioned criteria.
The interview questions you ask become even more important because you might not get the chance to meet the prospects in person. Due to the possibility that you won't get to see the prospects in person, the interview questions you ask to take on even greater significance. Research interview questions for remote workers, which cover a wide range of crucial topics, including why they want to work from home, difficulties they have encountered in the past when working remotely, their level of technical expertise, and their capacity for independent concentration.
Use Online Resources To Guide Your Decisions
Whatever kind of position you’re trying to fill, there is one thing that all candidates have more information online than ever before, which can help you get a better knowledge of them. This reconnaissance is acceptable in recruiting, whether it is taking some time to review their LinkedIn profile or looking through other social media accounts that your applicants have made public.
The interview questions you ask will be even more important because it's possible you won't get to meet the prospects in person.
Since social sites may fill in any knowledge gaps you may have about a candidate’s personality, working style, and priorities if you haven’t met them in person, they can be even more crucial in assisting managers in hiring for remote employment. These gathered social media data might offer extra insight into how well you think candidates might fit with the remote function and company culture, while they should not be your only source when making decisions.
While it may not seem like a wise decision to choose a career path where you don't have a say in the format of the employment but it may come out as a surprise to many that you can change it!
While they shouldn't be your only source when making judgments, these acquired social media data may provide further insight into how well you believe prospects would fit with the remote role and corporate culture.
Finding And Hiring Excellent Remote Workers!
Companies and hiring managers may find it time-consuming to interview candidates for remote positions because it requires them to consider the requirements differently than they would for regular internal recruitment. You will have a lot better luck figuring out whether remote workers will be a good fit if you put in the time to investigate what makes a great remote worker, then use the right interview questions in conjunction with your own research.
While choosing a job path where you have no control over the structure of the employment may not seem like a sensible choice, many people may be surprised to learn that you can modify it!
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With Skillplay, learn how to hire remote workers better! Connect with us at info@skillplay.me.
