How to hire employees for remote work - SmoothHiring

Tips for Hiring the Remote Employees from Job Posting Sites

Afraid to answer your higher-ups lined up with reasons like being unable to find the right professional or limited budget to hire the wanted? Then explore the path of remote employees, where abundant professionals work from self-created space to earn and spend time with their families.

A survey says 43% of the workers in the U.S. work remotely to some extent, surprising isn’t it? They expect flexible operational hours and reasonable pay if your company additional perks they vie for the remote worker job from your firm.

Still figuring out, where to find, and how delegate while hiring remote employees? Just go through my blog to find the right answers.

Remote Job Posting sites to Go Through:
Follow legitimate remote job posting sites as we work remotely, FlexJobs,, etc., to employ remote experts. Using recruiting software besides searching the right fit for the job post, you can list an AI framed job description on these sites.

Tap into your networks to find them and don’t lose your time on normal job sites like Monster, Indeed, etc., as these sites are full of those looking for in-person jobs.

Don’t Compromise/Limit Your Options:
Your options are limited when sourcing employee for a general position in the company. However, that’s not the case albeit recruiting a remote aspirant. Your options are unlimited, thereby instead of being hasty take your time while scouring through the top-tier list on best job posting sites.

Be Specific in Candidate Requirements:
Don’t get confused with countless options, and be specific while listing out the requirements. For example, your company lacks a website developer and by chance, you stumbled upon a person with exceptional graphics cum content skills with fundamental skills in the website developing. If you lean towards that person, the company is doomed, as you neglected to source person with web developing expertise for the position rather than the other way around.

Don’t Miss out on Test:
The top applicant’s list is now in your hands, start assessing them on various levels. Start with specific requirements for the job and real-time problems to distinguish how they face hem? Filter out the candidates that adequately found a solution for it. Gather information on the applicant’s extra skills to finally collide with leading experts to screen the first batch of shortlisted candidates. Know how credible they are stating facts and how far they match with the resume? Moreover, if you are unlikely to conduct a face to face interview go for a video conference to asses their behavioral traits and circumstances.

If not face to face interview Schedule a Video Interview:
The Chances to schedule an in-person interview with the remote job seeker is quite less. But an interview is must to scrutinize their attitude, body language and learn about their future work environment considering most of the distant workers complain distractions as a reason for incomplete work.

Prefer video interview if in-person interview becomes impossible to take note if they are able to articulate openly or not, plus get a clear view of their background setting.

Come up with the right perks:
When remote workers face technical hitches they do need mentors proficient in both hardware and software to aid them. Notify during the interview process that the experts will be online 24/7 to assist them with technical concerns.

Other than flexible working hours offer Vacation deals, a Credit on movies, groceries and beverages, Fitness subscription, etc., The package benefits positively to make them feel wanted and believe that they are part of the company.

Opt for Contract Over Fulltime Hiring:
Give this tip some serious consideration, since it is something akin to the trial period before employing the remote employee. Also, use their services to get a full-fledge outlook on their efficiency and ability to finish the task within the given time limit.

Some remote employees may even favor this situation since they can work for other employers securing different deals. Slide from providing employee perks and insurances till the contract is up if you comply with their working style ask them to be a full-time employee and follow onboarding procedure once they agree.

Propose Co-Working Associations:
People often face disturbances in their home, and loneliness is one of the other factors that the remote employees have to face. So better offer the co-working memberships when you collaborate with other companies. The office space and uninterrupted wifi services make them work productively.
They can even form mutual connections with other company workers and get some guidance during work complications.

It makes them get acquainted with the corporate culture and price you pay for their membership is commendable as it only increases their output. Be flexible while making this offer and stress it as optional since working mothers cannot side with it.

Well-Placed Communication Plan:
Communication is something crucial you need to take into concern while hiring distant employees from job sites for employers. As you cannot daily talk with them over the project details, check whether they are comfortable with advanced communicators or not. Consider and explain the below possibilities before assigning a project for the new hire.

  • Assign the project with details and time limit over software solutions like Trello, Microsoft Project, etc.,
  • Inteam chats and weekly video conferences to determine work progress is now made possible through software like Slack, Business-Hangouts, Rocket Chat, Matter most, etc.,
  • Engage in holiday retreats and tours with the whole team including the remote employees to build up relationships.

Request Feedback:
Get feedback once the trial period comes to an end. It helps to switch the current working system with a better one meeting their requirements. Ensure the changes increase their efficiency and happy enough similar to the office employees.

If they are unhappy and want to serve ties with you instead of becoming a fulltime, find the loopholes in the recruiting and gaps during the project. Solve issues of miscommunication and change software if needed, but never lose a countable employee, if they are quite productive throughout the trial period.

Hiring and Recruiting — Five best methods used by recruiters that your business should know

Five Best Methods Used by Recruiters That Your Business Should Know

Have you ever wondered how recruiters find their candidates or where recruiters look to find talent? Recruiters use many different methods to find, recruit, and keep talent, yet most businesses are completely unaware of their techniques. Today we are going to shed some light on this mystery and reveal the secrets used by recruiters in their hiring and recruiting methods. For organizations, especially small businesses, getting some insider tips on how professional recruiters do their job can provide that missing link to effective and successful hiring practices.

1. Hire for Attitude and Train the Skills

A valuable employee is one with the right attitude for your organization. By attitude we are referring to a person’s thought, manner, and general disposition towards another person, idea, activity, object, or thing. Their attitude will be reflected in their behavior, which can either be positive or negative. Someone with a positive attitude has a tendency to react positively in most situations, whereas someone with a negative attitude has a tendency to react negatively in most situations. Most people will fall somewhere in between positive and negative attitudes. The key is to find someone who is more positive than negative. Asking behavior-based questions during the interview will give you a good idea of a candidate’s attitude.

Smart recruiters look for attitude over skills because most skills can often be gained, while attitude is harder to change. A perfect candidate would have both the desired attitude and the necessary skills; but as you likely know, a perfect candidate is difficult to find. Candidates that are less than perfect should be judged more for attitude than skills — some professionals suggest a 70/30 split: 70 percent right attitude and 30 percent skills.

If you have two candidates — one who has the right skills ready for the position, but displays a less than desirable attitude towards the position and organization, and one who has a great attitude, but lacks the skills to be job-ready — think ahead for the future. The candidate with a better attitude will more likely fit well into the organization, as training on the job to build skills is often not that difficult and it doesn’t take that much time. In just a few weeks or months you will be able to bring that employee up to speed.

2. Thinking Outside the Box

Recruiters are starting to redefine the hiring process and the future thinkers are now beginning to really question the actual usefulness of the resume. How can two pages where candidates simply list their skills and experience (tailored to what you as an employer want to see) really tell us about the candidate’s fit and attitude? Candidates post these standard two page outlines of themselves to job boards and attach them to emails just hoping for a response. While is does tell us the basics of a candidate’s qualifications, we miss out on learning about the true depth of an applicant.

Both companies and recruiters have started getting more innovative with their hiring process. Utilizing the web 2.0 for recruiting is getting more and more popular. Sites such as LinkedIn and other niche professional networking sites are absolutely teeming with talent just waiting to be approached.

IGN Entertainment Inc., a gaming and media organization, shows us one very unique example of creative hiring. In order to find programmers, they set up a program called Code Foo that taught programming skills to inexperienced gamers; they didn’t ask for a resume, but used a series of challenges that would assess an applicant’s thought process. Now that is truly thinking outside the box!

All organizations are capable of this type of innovation and creativity when it comes to hiring. Don’t believe that it is just a domain for a gaming and media firm to do so. It just means thinking of exactly what you are looking for in a candidate and what method is the best way of truly assessing these attributes.

3. Go Where They Go

If you want to get in touch with your ideal candidates, then you should go where they go, do what they do, and read what they read. To find your ideal chef, read up on their industry, use professional magazines or publications, and visit industry events. You could even find out where they like to socialize. Invest your time and thought into finding that hidden talent pool.

4. Employee Referral Programs

An organization’s current employees are great sources of knowledge for recruitment. Employees will most likely have friends or acquaintances that are in the same field. Employee referral programs can therefore be effective means for recruitment. Design policies that will allow employees to refer suitable candidates — you can always screen for unsuitable leads or employees that are only referring to get the bonus. Current employees also understand an organization’s workplace better than anyone else; get their opinions on issues surrounding turnover and how to improve retention. For a more detailed discussion and analysis on this topic, see our blog on Employee Referral Programs from earlier this month.

5. Databases

Recruiters collect and retain applications from all past job postings. Even if a candidate wasn’t chosen for a given position, chances are they will still have their details on file thanks to CRM software. When recruiters create a job advertisement, most will disclose to applicants that they will keep their resume and application on file in case of future positions. Keeping this information can be really useful as you can check back on this to review possible candidates.

Hiring and Recruiting — The Five Best Methods Used By Recruiters That Your Business Should Know: The Wrap up

This post has only begun to scratch the surface of the innovative methods out there to help reinvigorate your approach to hiring. Whatever you do, the best rule of thumb is to ensure that you look for a good “fit” between the candidate and your organization and not just at the numbers; that way, you’ll be far more likely to hire the right candidate for the job.

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