How can you measure the impact of remote hiring and onboarding practices across different cultures?

1 Identify your cultural dimensions

Before you start hiring and onboarding remotely, you need to understand the cultural dimensions that shape your candidates' and employees' expectations, preferences, and behaviors. Cultural dimensions are the aspects of culture that can be measured and compared, such as individualism vs collectivism, power distance, uncertainty avoidance, and communication styles. You can use frameworks such as Hofstede's or Trompenaars' to assess the cultural dimensions of your target markets and regions, and compare them with your own organizational culture. This will help you tailor your remote hiring and onboarding practices to suit different cultural contexts and avoid potential misunderstandings or conflicts.

2 Define your success metrics

Once you have identified your cultural dimensions, you need to define your success metrics for remote hiring and onboarding. Success metrics are the indicators that show whether your practices are achieving your desired outcomes, such as quality of hire, time to fill, retention rate, engagement level, productivity, performance, and satisfaction. You should align your success metrics with your organizational goals and values, and make sure they are relevant, measurable, achievable, realistic, and time-bound. You should also consider how to collect and analyze data from different sources, such as surveys, interviews, feedback, reviews, and analytics tools.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?