With remote work becoming more common than ever, its impact on the recruitment process continues to evolve. In addition to companies changing the benefits and perks, they offer, hiring managers are focusing on different skills and interview questions. Onboarding also continues to become more virtual as remote hires are added to the workforce.
Discover four ways remote work continues to change the recruitment process.
Appropriate Benefits and Perks
The benefits that matter most to remote employees may differ from those that matter to onsite staff. For instance, both groups typically value health insurance, a retirement plan, vacation days, and professional development opportunities. However, remote employees also may want a membership to a coworking space, a pair of noise-canceling headphones, or gift cards from local cafes for beverages and snacks.
Targeted Interview Questions
The interview questions for remote candidates may differ from the ones asked of onsite workers. For instance, one question may be, “How do you stay productive at home?” Interviewers look for honesty and transparency about how candidates handle distractions and challenges to remain productive. Another question may be, “What do you do to avoid miscommunication? How do you address it when it happens?” Because remote staff are unable to physically join conversations and read coworkers’ body language, miscommunication is bound to happen. They may repeat information to verify that it was interpreted correctly or send email summaries of conversations to avoid misunderstandings. When miscommunication occurs, the candidates should talk about the issue, take responsibility for their part, and work to resolve the problem.
The skills needed to work remotely may differ from those needed to work at the office. For instance, a remote employee must be able to manage their time, solve problems, and make decisions with little oversight. They also need to be adaptable, open-minded, accountable, and able to manage projects. Plus, remote workers must openly communicate, pay attention to detail, demonstrate self-discipline, and be proactive.
Remote hires need easy ways to acclimate to the company, its culture, and the role. For instance, online files should contain organizational charts, directories, descriptions of functional areas, and lists of acronyms that new hires may need to know. Also, remote employees need training to help them better understand and perform their job duties. They also require one-on-ones with executives and core team members to get acclimated to the culture. Plus, new hires need regular check-ins from their manager to see where they are at, answer questions, and provide feedback.
Hire Remote Workers
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