Ask good questions
As another step in the planning process, you will want to ensure your interview questions truly reflect what you want to see in an employee. If you are interviewing someone who has never worked remotely before, it might be wise to prepare some hypothetical scenario questions or a situational question where they recount previous independent work experiences.
Other questions you could ask include how potential employees maintain a work/life balance, especially now that most work will be done from home. Asking about problem-solving, communication, teamwork, and overcoming barriers can help you further assess how the potential employee will fare in a remote work setting in your company.
Make use of existing resources
An example of an existing resource would be candidate pools or mailing lists. If you prefer contacting people who have previously shown interest in working for your company instead of actively looking for new applicants, this can be a valuable resource. Using this resource can save a lot of time and effort because you will not have to coordinate the marketing of new positions.
Another example of an existing resource would be surveying current employees. This can be done anonymously, and can provide you with valuable feedback from people currently working at your company. Employees can tell you what you should look for in a potential hire, how they would fit into the company and its values, and how you can improve the recruitment process.
After all the planning is done, it’s time to market the job opening. To ensure others know you are hiring, spread the word on social media.
Platforms you can post on include:
- Company website
Don’t forget to upload job postings on websites specifically for remote work postings, such as We Work Remotely or the other sites outlined here.
Your communication plan should include potential employees. Ensure you clearly communicate to them the next steps or updates, which is more important than ever during COVID-19’s digitized environment. This will show potential hires that your company is organized and cares for employees, which can prevent scathing Glassdoor reviews.
Something to communicate to potential employees include concrete video interview times, dates, links, and other details like who will be calling whom. Ensuring the process is clear and designating a single, clear point of contact for potential employees can vastly improve the hiring experience.
Another way to communicate to potential employees includes using a frequently asked questions (FAQ) page on your website. This will save you a lot of time as well as provide clarity for people who are interested in applying for a job at your company.