5 Great Things Talent Acquisition Teams Need To Know About Remote Work

A large portion of a business’s success is attributed to talent acquisition teams hiring the right candidates whether they are remote or in-house.

With that being said, hiring remote candidates benefits your company because they bring in skills that are scarce in your city. Furthermore, remote work has become such as norm that many workers are accepting lower pay for the opportunity to work outside company doors, saving companies hundreds of dollars! However, hiring high-quality talent and remote hiring can be challenging, stressful, and confusing. If you plan to expand your talent acquisition team by acquiring remote workers, follow our useful guide!

Build a Strong Employer Brand

Local candidates are easier to reach. They’ve probably heard about your brand and company, and they may even know your employees and interviewing process. But your remote candidates won’t know a thing about you, which means they’ll rely on your online/digital presence. For talent acquisition to work, your brand should illustrate that you’re trustworthy, transparent, flexible, and accommodating. To do this, put the following information on your career pages: How and When You Work Remote candidates prefer to make their schedule, but if they have specific obligations (meetings) where they must appear at a certain time, describe them in detail. Give your candidates a glimpse of a typical workday. Live Your Company Culture It’s vital to be open about your company culture, but you also have to live it. If you promote diversity, but your content only shows pictures of white men, they aren’t going to believe you. Promote your culture everywhere at all times. In-Person Meetings If your company has in-person meetings for local or international staff members, show them off. Be clear that off-site trips aren’t mandatory, or you could add off-site all-expenses-paid trips as one of the perks of the job. Creating a great employer brand is the hardest part of talent acquisition, but it’s unlikely that offers will roll in based on your company culture alone. You’ll still need to advertise your job openings in a better manner. This is where EVA-REC comes to the rescue because it lets you post jobs for free with one click to 2,000+ job boards, channels, and social media platforms.

Offer Fair Compensation and Benefits

By offering fair compensation and benefits, your talent acquisition won’t just attract candidates; they’ll also retain them. Remember that fair compensation is dependent on a candidate’s location, so if your candidate lives in an area with a high cost of living, it’s only fair to offer them more money. Benefits like professional development, vacation plans, health and life insurance, and memberships to coworking spaces are universally loved by remote workers. Perks, like a home office stipend, are often sought after by candidates who have recently switched to remote work.

Seek Experience, Soft Skills, and Recorded Videos

If you’re using ATS, you may be tempted to focus only on experience and employment length. While experience is crucial, your talent acquisition team should focus on soft skills because they are a better indicator of performance. Freelancers are used to hopping around a lot, and it isn’t an indicator of poor work ethic. But, how can you assess soft skills at the applicant stage? Recruiters can ask for a recorded video that includes a short introduction and a few other details. Not only will the video show off soft skills like organization (messy vs organized workstation) and communication, but it also highlights the serious candidates.

Host a Video Interview With Small Talk

When hiring remote candidates, video interviews will be your primary communication channel. EVA-SSESS is the perfect tool for this because it allows you to assess candidates with its Five-model personality tests. These tests will help you make more objective hiring decisions, helping your talent acquisition method! Our video interviewing software provides a Five-Factor Model personality report for each candidate after they conduct a video assessment interview. This report will reveal more about the candidate’s personality like their learning and communication style, performance in sales, programming aptitude, and the way they deal with customers. Based on these personality traits, recruiters can see if the candidate would be a good cultural fit. Tools like EVA-SSESS allow you to assess tone, body language, and eye contact without needing to be in the same room, city, or country.

Set Clear Guidelines and Policies for Remote Work

A common mistake recruiters make is not setting clear expectations for their remote workers. Your new employees may understand what their deadlines are, but if they aren’t sure how to deliver their work or what “complete work” looks like to you, they won’t give you what you want. Even if you made an outline of the scope of their employment (work hours, process, response time, culture, etc.) during the acquiring and interviewing process, they’ll need a refresher. Your candidate has likely been through a series of hiring processes, and they may mix you up.

Conclusion

Remote talent acquisition can be challenging and confusing, but you can make sense of it by using tools, the right platforms, and a branding strategy that will make your remote hiring process a breeze. Not just for candidates but for your hiring team as well. And our guide will help you do all of that and more. EVA-REC is a futuristic hiring platform that automates and improves the hiring process with AI technology. It arms leading enterprises with world-class features that help them create a rich and immersive hiring experience for recruiters and candidates alike. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias, without dehumanizing the hiring process. Request a free demo and see how EVA-REC takes your hiring process from zero to the best there is!

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