Remote work is becoming the norm in various industries. It saves time and money, and it’s a preferred system for workers and employers. However, it demands some adjustments in operational systems including talent acquisition.
Various talent acquisition strategies will help you find the right workers for your remote roles. Here are the processes you should use to attract talent to your organization.
Use Remote Job Boards
There are various job boards specifically created to connect candidates looking for remote work with organizations hoping to fill remote positions. These job boards will connect you with applicants who are ready to take on a work-at-home career.
Look for Excellent Grammar Skills
Remote work opens the door to talent throughout the world, but communication can be an issue- and it is especially crucial with remote positions. Employees will do a good amount of communicating through email and direct messages. Excellent grammar and communication skills are essential in ensuring everyone is on the same page.
The candidate’s resume, cover letter, and interviews will provide insight into the extent of their English skills. If you plan on hiring foreign candidates, several certifications indicate a high level of English proficiency. They include:
- TOEFL: Test of English as a Foreign Language
- TOEIC: Test of English for International Communication
- IELTS: English Language Testing System
- PTE: Pearson Test of English
Ask the Right Interview Questions
A remote employee has more freedom than an in-office employee. Employers must count on them to manage time efficiently and complete tasks promptly.
Include interview questions that provide insight into their time management skills. For example, you may ask them how they stay motivated and how they prioritize tasks.
It is illegal for interviewers to get too personal during interviews. Therefore, you may be unable to find out about possible distractions due to children, relationship partners, and religion. However, you may find out if they have a quiet place in their home where they can complete tasks and what type of schedule they plan to keep.
Consider Workplace Personality and Aptitude Tasks
Workplace personality and aptitude tests will provide even deeper insight into whether a candidate is right for a remote position at your company. Here are some tests to consider:
- Myers-Briggs Type Indicator (MBTI): This test evaluates candidates on four dichotomies: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs perceiving. It assigns them one of 16 personality types allowing companies to determine how they fit into the framework.
- DiSC Assessment: DiSC assesses a candidate’s behavior in terms of dominance, steadiness, influence, and conscientiousness to determine how they will interact with others.
- Big Five Personality Test: The Big Five assesses five personality traits: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism, to assess how the candidate communicates, handles stress, and approaches work-related tasks.
Integrate an Engaging Onboarding Process
Onboarding is pivotal in the hiring process. Employers often don’t have the time to onboard new hires properly making them feel confused and unwelcome at the company. Recently hired talent may decide to quit, leaving organizations to restart the hiring process.
The onboarding process is especially challenging with remote workers. A lack of human element may make them feel even more lost. Organizations must ensure they have a dedicated staff member responsible for onboarding remote talent.
Onboarding will be even more effective if the new hire is available for in-person training and a meet and greet. Determine if you can make this happen at your company.
This article was originally published by Stahl Recruiting Executive Search.
