You're Recruiting for a Remote Role - How do you ensure that you’re recruiting the right person?

Recruiting for remote positions comes with unique challenges, and many professionals in the field have noted some key difficulties in this area.

It’s true that relying solely on remote calls, interviews, and references leaves you and your client open to unforeseeable hiring risks, such as candidates feeling disconnected due to a lack of in-person interaction or being disappointed by remote management styles.

There can also be misunderstandings around communication preferences or time zone differences, which can affect collaboration and team cohesion.

When you can’t rely on face-to-face interviews to get a better understanding of your candidates, and vice versa for the candidates, you need a thoughtful recruitment strategy that can assess both skills and cultural fit - but you have to be quick about it!

Arthur Worsley, a former McKinsey consultant, points out that in the current competitive job market, the most qualified candidates are often snatched up within just 10 days of becoming available.

So, how do you achieve this balance in this unique recruitment challenge???

1. Define, Refine, & Promote Your Client’s Employer Branding: Employer Branding is hugely important for your client’s to get consistent candidates through the doors, and more likely to stick through the recruitment process if there’s a competitive offer. You can’t control if your candidates are interviewing with multiple companies, but you can better the chances that they stick with your client. Worsley seconds this as he states "[it’s important] to maintain a strong employer brand, as 70% of high-quality candidates will avoid applying to a company with a poor reputation (Breezy HR).
2. Define Clear Recruiting Criteria: Just with any recruitment strategy, you need to start by creating a detailed job description with clear expectations. This is even more crucial when it comes to remote roles. Make sure you double check with the client what kinds of specific skills, experiences, and attributes are essential to the role, and highlight? these in the job description and interviews that follow. The candidate will also want to know how they will be supported remotely. What are some of the things that your client will do to ensure they are fully supported and feel a necessary part of the team without actually being physically there? Describe the cultural dynamics they can expect, and what interpersonal traits will be necessary for their remote work success.
3. Be Wary of Candidates using AI to Complete Personality and Knowledge-Based Assessments: With the expansion of AI, candidates using AI to complete parts, if not all, of digital assessments is becoming more and more common. When it comes to the remote interview process prior to the client’s interview, be sure to ask questions that test the knowledge, personality, and skills that your candidates claim to possess. Assess the candidate's body language, communication skills, and professionalism before allowing them to interview with your client’s. Use job-specific tests or assignments to evaluate the candidate’s competencies and problem-solving abilities. These tasks should mirror the challenges they will face on the job and provide a practical demonstration of their skills.
4. Check for Remote Readiness: Ask targeted questions about their experience and comfort with remote work. Evaluate their home office setup, familiarity with remote tools, and ability to manage time and productivity independently. Lisa Richards, CEO of The Candida Diet, adds that finding the right candidates for remote roles involves looking beyond the obvious qualifications. HR professionals need to refine their screening processes to identify candidates who not only have the required skills but also fit well with the company's culture and values. This becomes even more critical when hiring remotely, where direct, in-person assessments are not feasible(Breezy HR).
5. Use Trial Periods: If feasible, have your client’s consider offering a trial period or contract-based start. This allows both you and the candidate to test the fit before committing to a permanent hire, and can give your client more trust in you as a professional.

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