Remote Hiring

How to Make the Remote Hiring Process Less Painful

How to Make the Remote Hiring Process Less Painful
HireHive Team

HireHive Team


It's difficult to find much of a silver lining in a pandemic that caused so much trauma worldwide. At the beginning of 2020, businesses took action quickly, allowing employees to work from home to maintain social distancing and lessen exposure. What wasn't expected was how this would lead to The Great Resignation. As companies began to reintegrate back into the office, workers who felt more productive and had better time management at home decided to jump ship for new opportunities as a part of The Great Resignation. Remote work is here to stay, which means remote hiring is an essential part of the process. 

If you've not had experience with remote recruitment, you may be wondering how to make the process less stressful for yourself and the candidates. Here is a guide that can help make the experience less painful.

Embrace the Global Marketplace 

The shift to remote work also led to a change in sourcing remote talent, and that's a good thing. Now companies have access to talented individuals across all continents, and the geographic barriers to employment are no longer in place. 

This goes beyond offshoring jobs to lower costs and create a more competitive marketplace. Now, offering employment to individuals in diverse locations can happen at any level and increase your company's performance and innovation possibilities. 

This article from Inc provides three steps to help your global recruiting functions: 

  • Source candidates from global platforms
  • Make your remote work policies public
  • Ensure your tech stack supports remote workers 

Perfect Video Interviewing

With remote work comes remote interview processes, which means your interviewing platform needs to be accessible to everyone. It's time to perfect your video interviewing strategy. It starts with choosing the right platform. Zoom has become the leader in video conferencing, but Teams and Meet are also commonplace. 

Whatever you choose, be sure to provide the information clearly and early on in the process. That way, your candidates can install anything necessary and even try out the platform on their own to create a comfort level. 

Other professional recommendations include: 

  • Communicating instructions and the process before the interview. 
  • Maintaining a structure similar to an in-person interview. 
  • Let the candidate know about any audio or video issues early on. 
  • Make the candidate feel comfortable and less nervous by maintaining a friendly demeanor. 
  • Don't evaluate candidates based on technical challenges. 

Consider Collaborative Hiring

Even with remote work arrangements, no employees work in complete solitude. There is always a collaborative element in the workplace, and that's more important than ever when remote workers need to find a way to be productive and in synch while in separate locations. 

Collaboration can also be essential for the hiring process. Getting input on others outside of recruitment or HR will provide critical insights regarding the culture match and performance expectations for new employees. 

Though the article was created before the pandemic shifted the workspace, Forbes championed the use of collaborating hiring. The process allows for more diversity in viewpoints, which helps in the evaluation process. It also gives candidates a strong impression of the company and the team-oriented environment. 

Write Killer Job Descriptions

Like a candidate's resume is a snapshot to generate interest in hiring them, your job postings are a snapshot about the job. Job postings can live in several places today, including your website's careers page, online job boards, and social media. Creating a dynamic job description that shares the necessary requirements for the position and what sets you apart as an employer is vital. 

Some excellent advice for writing a job description includes

  • Keep it short, compelling, simple, and original
  • Make it clear what qualifications are necessary versus nice-to-have
  • Use inclusive language
  • Keep it on brand and personalized
  • Make it employee-focused

Along with the job requirements, showcase what they can expect as a member of your team. What do you offer your employees? You can ask your current team members for their input on what job candidates want. 

Establish a Question Set

For a long time, hiring managers have defaulted to a gut feeling regarding hiring. But with the high rate of bad hires, it's clear this strategy isn't always the most effective. To prevent situations where the first hire turns out to be a bad fit, it's crucial to create a process for your interviews. 

Creating a question set allows you to compare apples to apples rather than just deciding on the fly based on personal feelings or instincts. You need to compare every candidate with the same criteria to make the process fair and unbiased. A question set gives you a checklist to get a feel for how each candidate responds to the same questions. 

There are a lot of factors that inform a successful remote interview. Ask questions that determine the candidate's emotional intelligence, provide insight on their background and experience, and lean into the remote nature of the discussion and the job to come. 

Create Strong Work-From-Home Policies

Nothing is more frustrating for a new employee than the feeling of an unprepared employer. Once you've embraced remote hiring and work-from-home, you need to create processes that inform how your company handles it. There should be formal policies available in your handbook that show how every team member should expect remote work to happen. 

When many companies shifted to work-from-home in the early days of the pandemic, they didn't see a need to formalize the policies. That led to an understandable piecemeal adoption of remote work forms. Now that you've had time to practice and perfect, it's time to formalize the experience. 

Work from home policies increase employee trust, maintain retention levels, promote talent acquisition, and decrease absenteeism. You need to set expectations, determine the remote forms of communication, ensure security, and provide the tools necessary to succeed in a remote job. 

Focus on Onboarding

The final critical piece of the puzzle is to ensure a proper onboarding procedure. Once you make a hiring decision, you need to provide an excellent introduction to working on your remote team. Up to 28% of new hires quit in their first three months of employment, and the risk is more significant for work-from-home employees. 

Ensure that you have all of the paperwork and tools available right away. Online onboarding can include e-signature employment documents to speed up the process. In most cases, new hires can complete this on their own time before starting the job. Provide any hardware and software before their first day to get things set up and ready to go. 

The most crucial aspect may be team introduction. You want to make your new hire feel like they're welcome and part of the team from the beginning, so always set up a group meeting via video conferencing so everyone can get to know each other right away. 

Conclusion: Do Remote Hiring Work for You

With more competition in today's global market, it pays for companies to consider all their advantages and the use of tools to assist in the quest to find talent. HireHive helps busy people hire great people. By having your entire recruitment process all in one place, you can post jobs, streamline your online application process, improve the candidate experience, and tap into vast global networks.

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