According to Datapeople, hiring teams don't have to change their approach dramatically to accommodate remote hiring. They do, however, have to tweak their processes in a couple ways.
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4 Remote Hiring Tips (Simple,
Yet Vital)
Remote working is trending up. More and
more companies are turning to remote hiring
in response to the changing views and
desires of modern workers. And while some
companies have held off so far, virtually all
companies now find themselves in need of
remote hiring skills.
Your recruiting team doesn’t have to
dramatically change how they do things
to succeed at remote hiring. But your
method matters. You need to tailor the
job descriptions you write for remote
jobs and add a couple of tweaks to your
processes.
All job descriptions─even for remote
jobs─need a location, for two reasons. One,
job seekers search by city and state. Two,
job boards use the city and state candidates
enter to find results. Jobs with a valid city
and state appear in searches 10 times more
than ones without.
Include a city and state in the location
field of the job no matter what. Add ‘or
Remote’ after the city and state for
remote positions. Adding ‘or Remote’ lets
candidates know that the job is remote
without messing with job board search
engines.
You’ve gone to the trouble of describing
the job in detail, especially in the
requirements section. If the end goal is for
candidates to understand the job clearly,
go ahead and discuss its remote nature as
well. Tell them about it in the job
description.
Tell prospective candidates where they'll be
working (e.g., satellite office, home), what
days (e.g., 3 days at home per week, fully
remote), what hours (e.g., online for core
hours of 10 a.m. to 2 p.m.), how often you’ll
expect them to travel, and any other details
they need.
Not all sourcing platforms are great at finding
remote candidates. If your chosen job board
shows posts that have the word ‘remote’ in
either the location field or anywhere in the body
of the job description, you’re fine. Indeed works
that way, and LinkedIn now has ‘remote’ search
functionality.
But if your job board can’t do
remote search, you may need to
look elsewhere. There are lots of
job boards like FlexJobs and We
Work Remotely aimed specifically
at candidates looking for remote
work.
Whatever approach your hiring
team decides to take, it’s important
to track your results. Keeping an
eye on your talent pipeline helps
you understand how well or poorly
your new hiring efforts are doing.
This is particularly important if you’re
transitioning a lot of jobs from onsite to
remote positions. When you’re trying out
new strategies, you need to know in real
time which ones are working and which
aren’t (e.g., different sourcing platforms).
Contact Us At:
https://datapeople.io/
Yet Vital)
Remote working is trending up. More and
more companies are turning to remote hiring
in response to the changing views and
desires of modern workers. And while some
companies have held off so far, virtually all
companies now find themselves in need of
remote hiring skills.
Your recruiting team doesn’t have to
dramatically change how they do things
to succeed at remote hiring. But your
method matters. You need to tailor the
job descriptions you write for remote
jobs and add a couple of tweaks to your
processes.
All job descriptions─even for remote
jobs─need a location, for two reasons. One,
job seekers search by city and state. Two,
job boards use the city and state candidates
enter to find results. Jobs with a valid city
and state appear in searches 10 times more
than ones without.
Include a city and state in the location
field of the job no matter what. Add ‘or
Remote’ after the city and state for
remote positions. Adding ‘or Remote’ lets
candidates know that the job is remote
without messing with job board search
engines.
You’ve gone to the trouble of describing
the job in detail, especially in the
requirements section. If the end goal is for
candidates to understand the job clearly,
go ahead and discuss its remote nature as
well. Tell them about it in the job
description.
Tell prospective candidates where they'll be
working (e.g., satellite office, home), what
days (e.g., 3 days at home per week, fully
remote), what hours (e.g., online for core
hours of 10 a.m. to 2 p.m.), how often you’ll
expect them to travel, and any other details
they need.
Not all sourcing platforms are great at finding
remote candidates. If your chosen job board
shows posts that have the word ‘remote’ in
either the location field or anywhere in the body
of the job description, you’re fine. Indeed works
that way, and LinkedIn now has ‘remote’ search
functionality.
But if your job board can’t do
remote search, you may need to
look elsewhere. There are lots of
job boards like FlexJobs and We
Work Remotely aimed specifically
at candidates looking for remote
work.
Whatever approach your hiring
team decides to take, it’s important
to track your results. Keeping an
eye on your talent pipeline helps
you understand how well or poorly
your new hiring efforts are doing.
This is particularly important if you’re
transitioning a lot of jobs from onsite to
remote positions. When you’re trying out
new strategies, you need to know in real
time which ones are working and which
aren’t (e.g., different sourcing platforms).
Contact Us At:
https://datapeople.io/